TN Visa Talent Acquisition Manager Jobs
Talent Acquisition Manager roles qualify for TN visa sponsorship under the USMCA's Management Consultant category when the position requires a bachelor's degree and involves strategic hiring at the organizational level. Canadian citizens can obtain TN status at the border or a U.S. port of entry without a lottery or annual cap.
See All Talent Acquisition Manager JobsOverview
Showing 5 of 391+ Talent Acquisition Manager jobs
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
See all 391+ Talent Acquisition Manager jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Talent Acquisition Manager roles.
Get Access To All JobsOverview
We are hiring a Talent Acquisition Manager, Engineering Events. In this role you will play a critical role in accelerating Microsoft’s engineering hiring through large-scale, high-impact recruiting events. This role sits at the intersection of engineering talent strategy, recruiter enablement, and event-led hiring execution—owning the design and delivery of world-class engineering hiring experiences that attract, assess, and convert top technical talent.
You will lead and support a team of recruiters focused on engineering hiring events, including hiring days, community events, and targeted sourcing programs. Partnering closely with GTA, engineering and workforce planning leaders, you will help translate hiring demand into scalable event strategies that deliver both quality and speed.
This role demands creativity, operational rigor, and judgment. You will help define differentiated event-based sourcing strategies, ensure consistent hiring bar calibration in high-volume settings, and enable compelling storytelling that resonates with software engineers across systems, platform, and product engineering disciplines.
We are looking for a leader who thrives in fast-paced, ambiguous environments and demonstrates unwavering attention to detail. The candidate is self-motivated, comfortable operating in agile ways of working, and able to make informed decisions, remove roadblocks, and collaborate effectively across senior stakeholders to meet hiring objectives at scale.
This leader empowers recruiters to deliver engineering hiring outcomes through well-executed events and programs. They build deep partnerships, fail fast when needed, lead with care, and get energy from coaching, developing, and contributing to the success of others.
Microsoft’s mission is to empower every person and every organization on the planet to achieve more. We work with a growth mindset, innovate to empower others, and collaborate to realize shared goals—grounded in respect, integrity, and accountability, and committed to building an inclusive culture where everyone can thrive.
Responsibilities
People Management
- Deliver success through empowerment and accountability by modeling, coaching, and caring
- Model: Live Microsoft’s culture, embody our values, and practice our leadership principles
- Coach: Define clear team objectives and outcomes; enable success across boundaries; help the team adapt and learn
- Care: Attract and retain talent; understand individual capabilities and aspirations; invest in the growth and development of others
Stakeholder & Client Engagement
- Use data, metrics, and an understanding of long-term business needs to advise leaders on engineering talent gaps and event-based hiring opportunities
- Lead the development and evolution of engineering event hiring strategies and staffing processes
- Consult with business leaders on critical talent needs and influence them to embrace differentiated and alternative talent pools (e.g., early-in-career, nontraditional backgrounds, community-based sourcing)
Candidate Attraction & Event Strategy
- Leverage deep knowledge of the technical talent market and competitor approaches to differentiate Microsoft’s engineering career opportunities through events and programs
- Design and scale compelling engineering hiring experiences that showcase Microsoft’s culture, technology, and impact
- Coach hiring partners and interviewers to effectively represent Microsoft’s unique value proposition in event-based environments
Operational Compliance & Excellence
- Lead optimization of staffing policies, systems, and processes related to event-based hiring and scaled recruiting efforts
- Hold teams accountable for accurate, compliant documentation of candidate qualifications and hiring outcomes in recruiting systems
- Ensure adherence to all compliance requirements (e.g., OFCCP, GDPR) and drive high-quality data capture and reporting
Other
Embody our culture and values
Qualifications
Required Qualifications
- Bachelor’s Degree AND 6+ years of talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to the role
+ OR equivalent experience
Preferred Qualifications
- Bachelor’s Degree AND 12+ years of talent acquisition experience
+ OR Master’s Degree AND 8+ years of talent acquisition experience
+ OR equivalent experience
- 3+ years of formal people management experience (e.g., coaching and mentoring, maximizing collective team impact, contributing to the success of others)
- Experience hiring engineering or technical talent, including high-volume and/or event-based hiring models
Talent Acquisition M5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $137,600 - $222,600 per year.
Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.
Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process.
Overview
We are hiring a Talent Acquisition Manager, Engineering Events. In this role you will play a critical role in accelerating Microsoft’s engineering hiring through large-scale, high-impact recruiting events. This role sits at the intersection of engineering talent strategy, recruiter enablement, and event-led hiring execution—owning the design and delivery of world-class engineering hiring experiences that attract, assess, and convert top technical talent.
You will lead and support a team of recruiters focused on engineering hiring events, including hiring days, community events, and targeted sourcing programs. Partnering closely with GTA, engineering and workforce planning leaders, you will help translate hiring demand into scalable event strategies that deliver both quality and speed.
This role demands creativity, operational rigor, and judgment. You will help define differentiated event-based sourcing strategies, ensure consistent hiring bar calibration in high-volume settings, and enable compelling storytelling that resonates with software engineers across systems, platform, and product engineering disciplines.
We are looking for a leader who thrives in fast-paced, ambiguous environments and demonstrates unwavering attention to detail. The candidate is self-motivated, comfortable operating in agile ways of working, and able to make informed decisions, remove roadblocks, and collaborate effectively across senior stakeholders to meet hiring objectives at scale.
This leader empowers recruiters to deliver engineering hiring outcomes through well-executed events and programs. They build deep partnerships, fail fast when needed, lead with care, and get energy from coaching, developing, and contributing to the success of others.
Microsoft’s mission is to empower every person and every organization on the planet to achieve more. We work with a growth mindset, innovate to empower others, and collaborate to realize shared goals—grounded in respect, integrity, and accountability, and committed to building an inclusive culture where everyone can thrive.
Responsibilities
People Management
- Deliver success through empowerment and accountability by modeling, coaching, and caring
- Model: Live Microsoft’s culture, embody our values, and practice our leadership principles
- Coach: Define clear team objectives and outcomes; enable success across boundaries; help the team adapt and learn
- Care: Attract and retain talent; understand individual capabilities and aspirations; invest in the growth and development of others
Stakeholder & Client Engagement
- Use data, metrics, and an understanding of long-term business needs to advise leaders on engineering talent gaps and event-based hiring opportunities
- Lead the development and evolution of engineering event hiring strategies and staffing processes
- Consult with business leaders on critical talent needs and influence them to embrace differentiated and alternative talent pools (e.g., early-in-career, nontraditional backgrounds, community-based sourcing)
Candidate Attraction & Event Strategy
- Leverage deep knowledge of the technical talent market and competitor approaches to differentiate Microsoft’s engineering career opportunities through events and programs
- Design and scale compelling engineering hiring experiences that showcase Microsoft’s culture, technology, and impact
- Coach hiring partners and interviewers to effectively represent Microsoft’s unique value proposition in event-based environments
Operational Compliance & Excellence
- Lead optimization of staffing policies, systems, and processes related to event-based hiring and scaled recruiting efforts
- Hold teams accountable for accurate, compliant documentation of candidate qualifications and hiring outcomes in recruiting systems
- Ensure adherence to all compliance requirements (e.g., OFCCP, GDPR) and drive high-quality data capture and reporting
Other
Embody our culture and values
Qualifications
Required Qualifications
- Bachelor’s Degree AND 6+ years of talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to the role
+ OR equivalent experience
Preferred Qualifications
- Bachelor’s Degree AND 12+ years of talent acquisition experience
+ OR Master’s Degree AND 8+ years of talent acquisition experience
+ OR equivalent experience
- 3+ years of formal people management experience (e.g., coaching and mentoring, maximizing collective team impact, contributing to the success of others)
- Experience hiring engineering or technical talent, including high-volume and/or event-based hiring models
Talent Acquisition M5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $137,600 - $222,600 per year.
Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.
Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process.
See all 391+ Talent Acquisition Manager jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Talent Acquisition Manager roles.
Get Access To All JobsTips for Finding TN Visa Sponsorship as a Talent Acquisition Manager
Frame your credentials around Management Consultant
TN visa eligibility for Talent Acquisition Managers depends on fitting the Management Consultant category. Your degree and offer letter must reflect strategic organizational consulting, not just recruiting operations. A human resources or business degree with strategic scope strengthens the case.
Target employers with complex workforce planning needs
Companies running large-scale hiring programs across multiple states are more likely to structure the role at a level that satisfies TN's specialty occupation threshold. Enterprise employers with dedicated HR legal teams process these filings faster and with less back-and-forth.
Get the offer letter language right before signing
The offer letter is your primary TN document. It must describe the role using language tied to management consulting and strategic talent functions, not transactional recruiting tasks. Vague job descriptions are the most common reason TN applications for this category are questioned at the border.
Search TN-specific roles using Migrate Mate
Use Migrate Mate to filter Talent Acquisition Manager openings by employers already experienced with TN visa sponsorship. This cuts out the back-and-forth with employers who aren't familiar with the USMCA process and gets you to job-ready conversations faster.
Prepare for Mexican nationals' annual cap realities
Mexican citizens face a 5,500-per-year TN allocation, unlike the unlimited access available to Canadians. Filing earlier in the fiscal year reduces the risk of hitting that cap mid-search. USCIS adjudicates petitions for Mexican nationals, so factor in a processing window your employer must accept.
Confirm E-Verify enrollment before your start date
Some employers are federally required to use E-Verify for employment eligibility verification. Confirm your employer's enrollment status before finalizing your start date. A delay in E-Verify setup can push back your I-9 completion and complicate your first weeks on payroll.
Talent Acquisition Manager jobs are hiring across the US. Find yours.
Find Talent Acquisition Manager JobsTalent Acquisition Manager TN Visa: Frequently Asked Questions
Does a Talent Acquisition Manager role actually qualify for a TN visa?
Yes, but the fit depends on how the role is structured. TN visa eligibility for this title falls under the Management Consultant category, which requires the position to involve strategic-level consulting work rather than day-to-day recruiting tasks. Your employer's offer letter must describe responsibilities like workforce planning, organizational design, and talent strategy to satisfy that standard at the border or during USCIS review.
How does TN visa sponsorship compare to H-1B for Talent Acquisition Manager roles?
TN is faster and more predictable for this role. H-1B requires entering a lottery with roughly a one-in-four selection rate, and cap-subject petitions can only start on October 1. TN has no lottery for Canadians and no wait period. The trade-off is that TN is limited to Canadian and Mexican citizens under USMCA, while H-1B is open to any nationality. For eligible professionals, TN is almost always the more practical path.
What documents does my employer need to file for TN sponsorship?
For Canadian citizens applying at a port of entry, the employer provides a detailed offer letter, not a full USCIS petition. That letter must confirm your citizenship, degree, job title, duties, and salary. For Mexican nationals, your employer files Form I-129 with USCIS before you can apply for the TN visa stamp at a U.S. consulate. In both cases, a correctly drafted offer letter with specific duty language is what makes or breaks the application.
Where can I find Talent Acquisition Manager jobs with TN visa sponsorship?
Migrate Mate is built specifically for this search. You can filter by TN visa sponsorship and target employers already familiar with USMCA hiring so you're not educating recruiters from scratch. Most general job boards don't let you filter by visa type, which wastes significant time at the screening stage when sponsorship is a hard requirement.
Can I switch employers after starting a TN visa as a Talent Acquisition Manager?
Yes, but your TN status is tied to the specific employer and role on your original application. Changing employers requires a new TN application, either at a port of entry for Canadians or through a new I-129 petition for Mexican nationals. You can't simply transfer the status. Starting the process before your last day with the current employer avoids a gap in authorized work status.
See which Talent Acquisition Manager employers are hiring and sponsoring visas right now.
Search Talent Acquisition Manager Jobs