OPT Healthcare Sales Specialist Jobs
Healthcare Sales Specialist roles are open to F-1 OPT students with degrees in life sciences, business, or a related field. Most positions qualify as STEM-adjacent through business analytics or biomedical coursework, and employers in medical device and pharmaceutical sales routinely sponsor H-1B visas after OPT.
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Get Access To All JobsLocation Address:
9521 San Mateo NE Albuquerque, NM 87113-2237
Compensation Pay Range:
Minimum Offer $0.00 Maximum Offer $0.00
Now Hiring: Healthcare Talent Advisor (hybrid)
Summary
Presbyterian Healthcare Services (PHS) seeks a consultative, relationship-driven professional to serve as its next Talent Advisor. This role is an opportunity to move beyond transactional recruiting and become a trusted workforce consultant to leaders across the organization.
As competition for talent continues to intensify, Presbyterian is committed to a talent acquisition model that emphasizes workforce planning, strategic partnership, market intelligence, candidate experience, and data-driven decision making. The Talent Advisor serves as the primary point of contact for hiring leaders throughout the recruitment lifecycle, providing guidance on talent availability, compensation, sourcing strategy, selection processes, and retention planning.
The successful candidate will combine strong relationship-building capabilities, analytical thinking, and recruiting expertise with a passion for helping leaders build high-performing teams that support Presbyterian's mission, values, and long-term workforce strategy.
Work Arrangement
Hybrid: For individuals within 60 miles of Albuquerque, in-office presence is required Tuesday through Thursday.
Type of Opportunity: Full time
Job Exempt: Yes
Job is based: Reverend Hugh Cooper Administrative Center
Work Shift: Days (United States of America)
Responsibilities:
Strategic Talent Consultation
- Serve as a trusted advisor to hiring leaders throughout the recruitment lifecycle.
- Conduct intake and workforce planning discussions to understand business needs, team dynamics, success profiles, and talent requirements.
- Develop customized recruitment plans for each position in partnership with hiring leaders.
- Consult with managers on market conditions, talent availability, sourcing strategies, interview processes, and selection decisions.
- Advise leadership on compensation positioning, salary placement, internal equity, and market competitiveness in collaboration with Compensation.
- Provide workforce planning recommendations that align with business objectives and talent market realities.
Full-Cycle Recruitment Leadership
- Coordinate the recruitment, interview, selection, and hiring process in compliance with organizational policies, procedures, and affirmative action guidelines.
- Source, screen, interview, and evaluate qualified candidates for open positions.
- Facilitate candidate presentations, interview coordination, feedback collection, and hiring decisions.
- Support offer development, negotiation, and execution in partnership with Compensation and hiring leaders.
- Ensure a seamless candidate experience from initial engagement through onboarding.
Talent Sourcing & Recruitment Marketing
- Develop proactive sourcing strategies to identify active and passive candidates.
- Partner with recruitment advertising vendors to design and execute sourcing campaigns.
- Assist with development of local, regional, and national recruitment marketing initiatives.
- Support creation and placement of print, digital, social media, and web-based job advertisements.
- Build talent pipelines for current and future workforce needs.
- Leverage networking, referrals, professional organizations, and community partnerships to attract talent.
Workforce Analytics & Market Intelligence
- Monitor talent acquisition metrics including:
- Time-to-fill
- Candidate flow
- Source effectiveness
- Offer acceptance rates
- Offer declines related to compensation
- Vacancy trends
- Analyze recruiting data and labor market trends to identify opportunities and risks.
- Provide regular reporting and workforce insights to hiring leaders and HR partners.
- Make recommendations that improve recruitment effectiveness and workforce planning outcomes.
Retention & Workforce Planning
- Partner with hiring leaders and HR leadership to develop retention strategies for critical workforce segments.
- Identify workforce trends, turnover risks, and opportunities to improve employee retention.
- Collaborate with operational leaders to develop programs that attract, engage, and retain talent.
- Support long-term workforce planning initiatives through talent market research and forecasting.
Employer Branding & Community Engagement
- Represent Presbyterian Healthcare Services at local, regional, and national recruitment events.
- Build relationships with colleges, universities, workforce development organizations, and professional associations.
- Develop and coordinate campus recruitment and visitation plans.
- Serve as a brand ambassador for Presbyterian in the marketplace.
- Support employer branding initiatives that strengthen Presbyterian's reputation as an employer of choice.
Education & Stakeholder Support
- Deliver training and education to hiring managers and HR partners regarding recruitment processes, interview best practices, compensation guidelines, and workforce trends.
- Educate managers regarding job profiles, qualifications, and market competitiveness.
- Provide recommendations when minimum qualifications or job requirements create recruitment challenges.
- Participate in committees, task forces, and workforce-related projects representing Talent Acquisition and Human Resources.
Continuous Improvement & Innovation
- Continually evaluate and recommend new recruitment, sourcing, retention, and candidate engagement strategies.
- Identify opportunities to improve recruiting effectiveness, process efficiency, and hiring outcomes.
- Research industry best practices and incorporate innovative approaches into talent acquisition strategies.
- Support enterprise workforce initiatives that improve organizational effectiveness and talent outcomes.
Qualifications
Education
- Bachelor's degree in Business, Healthcare Administration, Human Resources, Marketing, Communications, or a related field required.
- An equivalent combination of education and six years of relevant experience may be considered in lieu of a degree.
Experience
- Two to four years of recruiting, talent acquisition, staffing, workforce planning, or human resources experience.
- Experience managing full-cycle recruitment processes.
- Demonstrated success partnering with hiring leaders and influencing hiring decisions.
- Experience supporting compensation discussions, workforce planning, or talent analytics preferred.
- Healthcare recruitment experience strongly preferred.
All benefits-eligible Presbyterian employees receive a comprehensive benefits package that includes medical, dental, vision, short-term and long-term disability, group term life insurance and other optional voluntary benefits.
Wellness
Presbyterian's Employee Wellness rewards program is designed to provide you with engaging opportunities to enhance your health and activate your well-being. Earn gift cards and more by taking an active role in our personal well-being by participating in wellness activities like wellness challenges, webinars, preventive screening and more.
Why work at Presbyterian?
As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services
Location Address:
9521 San Mateo NE Albuquerque, NM 87113-2237
Compensation Pay Range:
Minimum Offer $0.00 Maximum Offer $0.00
Now Hiring: Healthcare Talent Advisor (hybrid)
Summary
Presbyterian Healthcare Services (PHS) seeks a consultative, relationship-driven professional to serve as its next Talent Advisor. This role is an opportunity to move beyond transactional recruiting and become a trusted workforce consultant to leaders across the organization.
As competition for talent continues to intensify, Presbyterian is committed to a talent acquisition model that emphasizes workforce planning, strategic partnership, market intelligence, candidate experience, and data-driven decision making. The Talent Advisor serves as the primary point of contact for hiring leaders throughout the recruitment lifecycle, providing guidance on talent availability, compensation, sourcing strategy, selection processes, and retention planning.
The successful candidate will combine strong relationship-building capabilities, analytical thinking, and recruiting expertise with a passion for helping leaders build high-performing teams that support Presbyterian's mission, values, and long-term workforce strategy.
Work Arrangement
Hybrid: For individuals within 60 miles of Albuquerque, in-office presence is required Tuesday through Thursday.
Type of Opportunity: Full time
Job Exempt: Yes
Job is based: Reverend Hugh Cooper Administrative Center
Work Shift: Days (United States of America)
Responsibilities:
Strategic Talent Consultation
- Serve as a trusted advisor to hiring leaders throughout the recruitment lifecycle.
- Conduct intake and workforce planning discussions to understand business needs, team dynamics, success profiles, and talent requirements.
- Develop customized recruitment plans for each position in partnership with hiring leaders.
- Consult with managers on market conditions, talent availability, sourcing strategies, interview processes, and selection decisions.
- Advise leadership on compensation positioning, salary placement, internal equity, and market competitiveness in collaboration with Compensation.
- Provide workforce planning recommendations that align with business objectives and talent market realities.
Full-Cycle Recruitment Leadership
- Coordinate the recruitment, interview, selection, and hiring process in compliance with organizational policies, procedures, and affirmative action guidelines.
- Source, screen, interview, and evaluate qualified candidates for open positions.
- Facilitate candidate presentations, interview coordination, feedback collection, and hiring decisions.
- Support offer development, negotiation, and execution in partnership with Compensation and hiring leaders.
- Ensure a seamless candidate experience from initial engagement through onboarding.
Talent Sourcing & Recruitment Marketing
- Develop proactive sourcing strategies to identify active and passive candidates.
- Partner with recruitment advertising vendors to design and execute sourcing campaigns.
- Assist with development of local, regional, and national recruitment marketing initiatives.
- Support creation and placement of print, digital, social media, and web-based job advertisements.
- Build talent pipelines for current and future workforce needs.
- Leverage networking, referrals, professional organizations, and community partnerships to attract talent.
Workforce Analytics & Market Intelligence
- Monitor talent acquisition metrics including:
- Time-to-fill
- Candidate flow
- Source effectiveness
- Offer acceptance rates
- Offer declines related to compensation
- Vacancy trends
- Analyze recruiting data and labor market trends to identify opportunities and risks.
- Provide regular reporting and workforce insights to hiring leaders and HR partners.
- Make recommendations that improve recruitment effectiveness and workforce planning outcomes.
Retention & Workforce Planning
- Partner with hiring leaders and HR leadership to develop retention strategies for critical workforce segments.
- Identify workforce trends, turnover risks, and opportunities to improve employee retention.
- Collaborate with operational leaders to develop programs that attract, engage, and retain talent.
- Support long-term workforce planning initiatives through talent market research and forecasting.
Employer Branding & Community Engagement
- Represent Presbyterian Healthcare Services at local, regional, and national recruitment events.
- Build relationships with colleges, universities, workforce development organizations, and professional associations.
- Develop and coordinate campus recruitment and visitation plans.
- Serve as a brand ambassador for Presbyterian in the marketplace.
- Support employer branding initiatives that strengthen Presbyterian's reputation as an employer of choice.
Education & Stakeholder Support
- Deliver training and education to hiring managers and HR partners regarding recruitment processes, interview best practices, compensation guidelines, and workforce trends.
- Educate managers regarding job profiles, qualifications, and market competitiveness.
- Provide recommendations when minimum qualifications or job requirements create recruitment challenges.
- Participate in committees, task forces, and workforce-related projects representing Talent Acquisition and Human Resources.
Continuous Improvement & Innovation
- Continually evaluate and recommend new recruitment, sourcing, retention, and candidate engagement strategies.
- Identify opportunities to improve recruiting effectiveness, process efficiency, and hiring outcomes.
- Research industry best practices and incorporate innovative approaches into talent acquisition strategies.
- Support enterprise workforce initiatives that improve organizational effectiveness and talent outcomes.
Qualifications
Education
- Bachelor's degree in Business, Healthcare Administration, Human Resources, Marketing, Communications, or a related field required.
- An equivalent combination of education and six years of relevant experience may be considered in lieu of a degree.
Experience
- Two to four years of recruiting, talent acquisition, staffing, workforce planning, or human resources experience.
- Experience managing full-cycle recruitment processes.
- Demonstrated success partnering with hiring leaders and influencing hiring decisions.
- Experience supporting compensation discussions, workforce planning, or talent analytics preferred.
- Healthcare recruitment experience strongly preferred.
All benefits-eligible Presbyterian employees receive a comprehensive benefits package that includes medical, dental, vision, short-term and long-term disability, group term life insurance and other optional voluntary benefits.
Wellness
Presbyterian's Employee Wellness rewards program is designed to provide you with engaging opportunities to enhance your health and activate your well-being. Earn gift cards and more by taking an active role in our personal well-being by participating in wellness activities like wellness challenges, webinars, preventive screening and more.
Why work at Presbyterian?
As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services
See all 24,373+ OPT Healthcare Sales Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Healthcare Sales Specialist Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Healthcare Sales Specialist
Target medical device and pharmaceutical companies first
Large medical device manufacturers and pharmaceutical companies have established immigration programs and regularly sponsor H-1B visas. These employers are far more likely to support your transition from OPT than smaller regional distributors or independent sales agencies.
Verify your degree qualifies for STEM OPT extension
If your degree is in biomedical engineering, biochemistry, or a quantitative business field listed on the STEM designated degree program list, you may qualify for a 24-month STEM OPT extension, giving employers significantly more time before needing to sponsor your H-1B.
Frame your scientific background as a sales asset
Employers hiring for clinical or specialty pharmaceutical sales prioritize candidates who can explain complex product mechanisms to physicians. Highlighting your science coursework directly addresses the biggest hiring concern and separates you from candidates without technical training.
Ask about sponsorship history before your final interview round
Research whether the company has previously sponsored H-1B visas using public disclosure data. Asking informed questions about their immigration track record signals seriousness and helps you avoid investing time in opportunities unlikely to result in long-term authorization.
Build relationships with hiring managers at regional offices
Many healthcare sales territories are managed regionally, and hiring decisions often happen at the district level. Connecting directly with regional sales managers, rather than only applying through corporate portals, increases your visibility with the people who actually make offers.
Disclose your OPT status early and professionally
Raise your work authorization status in the first substantive conversation, not after an offer. Framing it as a straightforward administrative process, and confirming your OPT end date and STEM eligibility upfront, prevents late-stage surprises that cause offers to fall through.
Healthcare Sales Specialist OPT: Frequently Asked Questions
Can F-1 OPT students work as Healthcare Sales Specialists?
Yes. Healthcare Sales Specialist roles qualify for F-1 OPT authorization because they are directly related to life sciences, business, and health sciences degree programs. You must work at least 20 hours per week to maintain valid OPT status, and the role must be tied to your field of study as recorded on your I-20.
Do Healthcare Sales Specialist jobs 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 biomedical engineering, biochemistry, or a quantitative business discipline, you may qualify for the 24-month STEM OPT extension. The job itself does not determine eligibility. Review the official STEM designated degree program list and confirm with your DSO.
Which employers are most likely to sponsor H-1B visas for Healthcare Sales roles?
Large medical device companies, specialty pharmaceutical firms, and diagnostics manufacturers have the most established immigration sponsorship programs. Companies selling complex clinical products to hospitals and health systems tend to value scientific backgrounds enough to invest in sponsorship. You can browse OPT-friendly Healthcare Sales Specialist openings on Migrate Mate, which filters for employers open to sponsoring international candidates.
What academic backgrounds do employers look for in this role?
Most employers require a bachelor's degree in life sciences, nursing, pharmacy, or a health-related field. Some companies also hire candidates with business or marketing degrees if they have relevant clinical exposure or internship experience. Specialty roles selling surgical devices or biologics almost always prefer candidates with a hard science background and demonstrable knowledge of clinical settings.
What happens to my OPT status if I leave a Healthcare Sales Specialist job?
If your employment ends, you have a 60-day grace period before you must either find new qualifying employment, change to another visa status, or depart the United States. Unemployment during standard OPT counts against a 90-day cumulative limit. STEM OPT holders have the same 60-day grace period but face a 150-day unemployment limit over the full extension period.