Recruitment Partner Visa Sponsorship Jobs in Georgia
Recruitment partner visa sponsorship jobs in Georgia are concentrated in Atlanta, where staffing firms, Fortune 500 companies, and logistics giants like UPS and Home Depot maintain large talent acquisition teams. Cox Enterprises, NCR Atleos, and Delta Air Lines also hire recruitment partners across the metro area, creating steady demand for experienced hiring professionals.
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Get Access To All JobsLocation: This position may be based at any Cleaver-Brooks corporate or field location, with the option for a fully remote or hybrid arrangement for the right candidate who can demonstrate exceptional communication, collaboration, and performance in a virtual environment. Fully remote or hybrid employees are expected to maintain core business hours, and ensure reliable connectivity for virtual collaboration.
Reports To: Corporate Talent Team Lead
Strategic Alignment: Director, Talent Acquisition & Development
While reporting directly to the Corporate Talent Team Lead for recruiting operations and day-to-day priorities, this position maintains a strong strategic partnership with the Director, Talent Acquisition & Development on workforce planning, talent attraction, employer branding, workforce development initiatives, military recruiting programs, and enterprise talent acquisition strategy.
Travel: Up to 25% to support hiring events, site visits, workforce development initiatives, and recruiting activities.
About the Opportunity:
Cleaver-Brooks is looking for a Strategic Talent Acquisition Partner to help us take a more proactive approach to finding and engaging the talent our business needs—both today and in the future.
This is not a traditional recruiter role focused solely on managing active requisitions. We're looking for an experienced recruiter and strategic sourcer who enjoys solving difficult talent challenges, finding people others can't, understanding where talent exists in the market, and building relationships and pipelines before a position ever opens.
You'll serve as a sourcing and talent intelligence resource for our Talent Acquisition team, developing strategies for critical and difficult-to-fill talent, building proactive pipelines, conducting market and talent research, and establishing partnerships that expand our access to talent.
You'll also remain connected to full-cycle recruiting by managing a small requisition portfolio and providing additional recruiting support when business needs or team capacity require it.
What You'll Do:
Strategic Sourcing & Talent Intelligence
- Develop proactive sourcing strategies for critical, recurring, specialized, and difficult-to-fill positions.
- Identify and engage passive talent through Indeed, HireEZ, FactoryFix, Handshake, Boolean and X-ray search techniques, professional networks, referrals, industry resources, and other creative sourcing channels.
- Conduct talent-market research and mapping to understand where talent exists, who employs it, competitive market conditions, and potential barriers to attracting candidates.
- Identify adjacent industries and transferable skill sets that can expand our available talent pools.
- Translate market intelligence into practical recommendations for recruiters, HR partners, hiring leaders, and the business.
- Support priority and difficult-to-fill searches with targeted sourcing and market intelligence.
Build Talent Pipelines Before We Need Them
- Build and maintain proactive pipelines for critical and recurring talent needs.
- Partner with Talent Acquisition, HR, and business leaders to understand anticipated workforce demand and identify where pipelines should be developed.
- Create talent communities and engagement strategies that keep prospective candidates connected to Cleaver-Brooks.
- Develop strategies for capturing, organizing, and re-engaging prospective talent as opportunities become available.
- Measure pipeline quality, engagement, readiness, and conversion.
Develop New Sources of Talent
- Build relationships with technical schools, trade programs, colleges and universities, workforce development organizations, military transition programs, industry associations, and community partners.
- Support SkillBridge, military and veteran recruiting, internships, apprenticeships, early-career programs, and skilled-trades workforce initiatives.
- Identify new partnerships and talent channels that support current and anticipated workforce needs.
- Represent Cleaver-Brooks at targeted recruiting, workforce development, educational, military, and industry events.
- Evaluate partnerships based on their ability to generate qualified candidates, pipelines, and hires.
Partner on Talent Attraction
- Identify priority talent audiences and provide candidate, sourcing, and labor-market insights that inform our talent attraction strategy.
- Partner closely with our Communications & Employer Brand Specialist to develop targeted approaches for reaching priority talent.
- Help identify the messages, employee experiences, career paths, and workforce programs that will resonate with specific candidate populations.
- Leverage employer-brand content and campaigns within sourcing, talent communities, workforce partnerships, and candidate outreach.
- Measure how talent attraction efforts influence candidate quality, engagement, pipeline growth, and hiring outcomes.
Recruit & Support the Team
- Manage a small portfolio of full-cycle requisitions, from intake through offer acceptance.
- Partner with hiring managers to understand talent needs, develop recruiting strategies, assess candidates, and keep searches moving forward.
- Provide additional recruiting support during periods of increased hiring volume, critical hiring needs, or recruiter capacity constraints.
- Deliver a high-quality candidate and hiring-manager experience through proactive communication and strong follow-through.
- Provide insight on talent availability, market conditions, compensation considerations, and recruiting challenges.
Bring New Ideas to Talent Acquisition
- Identify and evaluate new sourcing channels, recruiting technologies, tools, and approaches.
- Test new ways to identify and engage difficult-to-find and passive talent.
- Explore opportunities to improve sourcing, candidate engagement, talent rediscovery, and pipeline management through technology and automation.
- Share sourcing best practices, market insights, and successful strategies across the Talent Acquisition team.
- Lead assigned Talent Acquisition projects and help us continuously improve how we find, attract, and engage talent.
How You'll Spend Your Time
While priorities may flex based on business needs, this role is generally designed around:
70–75% — Strategic Sourcing, Talent Intelligence & Pipeline Development
Proactive sourcing, market mapping, talent pipelines, workforce partnerships, talent attraction strategy, sourcing innovation, and strategic Talent Acquisition initiatives.
25–30% — Full-Cycle Recruiting & Flexible Team Support
Managing a small requisition portfolio and providing additional recruiting support when business needs or team capacity require it.
The primary focus will remain building proactive talent pipelines and sourcing capabilities that strengthen Cleaver-Brooks' long-term ability to attract critical talent.
What You'll Bring
- 5+ years of progressive Talent Acquisition experience, including full-cycle recruiting, strategic sourcing, proactive talent pipeline development, and related talent acquisition initiatives.
- Experience recruiting within manufacturing, industrial services, engineering, construction, energy, skilled trades, technical environments, or similarly complex talent markets strongly preferred.
- Strong proactive sourcing skills and demonstrated success identifying and engaging passive and difficult-to-find talent.
- Experience using sourcing platforms, Boolean and X-ray search techniques, talent databases, professional networks, referrals, and other creative sourcing methods.
- Experience with platforms such as Indeed, HireEZ, FactoryFix, Handshake, or comparable recruiting and sourcing tools.
- Ability to conduct talent-market research, competitive mapping, and labor-market analysis and turn findings into actionable recruiting strategies.
- Experience building proactive talent pipelines, talent communities, or alternative talent channels.
- Strong full-cycle recruiting skills, including intake, sourcing, candidate assessment, hiring-manager partnership, offer development, and candidate closing.
- Strong relationship-building and communication skills with the ability to influence hiring managers, HR partners, business leaders, candidates, and external partners.
- Strong organization, project management, accountability, and follow-through.
- Ability to independently identify opportunities and move work forward without continuous direction.
- Ability to balance immediate recruiting priorities with longer-term strategic initiatives.
- Bachelor's degree in Human Resources, Business, Marketing, Communications, or a related field preferred; equivalent relevant experience will be considered.
We'd Especially Like to Meet You If You Have
Experience with skilled trades, service technicians, engineering, or other difficult-to-fill technical talent; talent mapping or competitive talent research; partnerships with technical schools, workforce organizations, or military transition programs; SkillBridge, apprenticeships, internships, or early-career programs; employer-brand or talent-attraction partnerships; or emerging sourcing technologies and AI-enabled recruiting tools.
What Success Looks Like
You'll know you're making an impact when we're finding and engaging talent before a requisition opens, not simply reacting once one does.
You'll help Cleaver-Brooks build stronger pipelines for critical talent, uncover new talent markets and transferable skill sets, improve our ability to reach passive candidates, develop external partnerships that result in qualified talent, and introduce sourcing practices that strengthen the entire Talent Acquisition team.
At the same time, you'll be able to step into a recruiting need when the team needs additional capacity—without losing sight of the proactive work this role was designed to lead.
Physical Requirements:
- Limited manual dexterity required.
- Work involves minimal physical effort.
About Cleaver-Brooks:
Cleaver-Brooks is the market leader in providing fully integrated thermal solution systems. We lead the boiler and burner industry due to our unmatched distribution network’s ability to deliver the knowledge, service, training and support that are essential to long-term performance. Our customers will tell you that we’re the only equipment provider that manufactures boilers, burners, controls, and a full array of ancillary and aftermarket products. They’ll also mention that our unique single-source capability means that we can deliver fully integrated boiler room solutions that reduce overall costs and optimize space. It is our focus on products that deliver the most efficient, reliable, safe and environmentally sustainable solutions that differentiate us in the marketplace. Cleaver-Brooks continues a 95 year legacy of providing the customers we serve with extraordinary products designed to deliver unsurpassed performance through the power of commitment.
Benefits of Being a Cleaver-Brooks Employee:
- Competitive salary
- Comprehensive benefits, including medical, dental, vision, maternity support program, discounted virtual physician visits, voluntary medical benefits (Critical Illness, Hospital Care, and Accidental Injury), FSA, HSA, life insurance, short term and long-term disability
- Cash matching 401(k) plan
- Employee assistance program (EAP)
- Pet insurance
- Employee discount program
- Tuition assistance
- Paid time off and 11 paid holidays
This description indicates the general nature of the tasks and responsibilities required of positions given this classification. It is not intended as a complete list of specific duties and responsibilities. Nor is it intended to limit or modify the right of management to assign, direct, and control the specific duties of individuals performing this function. The Company reserves the right to change, modify, amend, add to or delete from any section of this document as it deems, in its judgement, to be proper.
Remote work arrangements are not available for applicants residing in California, Connecticut, New York, New Jersey, Oregon, or Washington.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Location: This position may be based at any Cleaver-Brooks corporate or field location, with the option for a fully remote or hybrid arrangement for the right candidate who can demonstrate exceptional communication, collaboration, and performance in a virtual environment. Fully remote or hybrid employees are expected to maintain core business hours, and ensure reliable connectivity for virtual collaboration.
Reports To: Corporate Talent Team Lead
Strategic Alignment: Director, Talent Acquisition & Development
While reporting directly to the Corporate Talent Team Lead for recruiting operations and day-to-day priorities, this position maintains a strong strategic partnership with the Director, Talent Acquisition & Development on workforce planning, talent attraction, employer branding, workforce development initiatives, military recruiting programs, and enterprise talent acquisition strategy.
Travel: Up to 25% to support hiring events, site visits, workforce development initiatives, and recruiting activities.
About the Opportunity:
Cleaver-Brooks is looking for a Strategic Talent Acquisition Partner to help us take a more proactive approach to finding and engaging the talent our business needs—both today and in the future.
This is not a traditional recruiter role focused solely on managing active requisitions. We're looking for an experienced recruiter and strategic sourcer who enjoys solving difficult talent challenges, finding people others can't, understanding where talent exists in the market, and building relationships and pipelines before a position ever opens.
You'll serve as a sourcing and talent intelligence resource for our Talent Acquisition team, developing strategies for critical and difficult-to-fill talent, building proactive pipelines, conducting market and talent research, and establishing partnerships that expand our access to talent.
You'll also remain connected to full-cycle recruiting by managing a small requisition portfolio and providing additional recruiting support when business needs or team capacity require it.
What You'll Do:
Strategic Sourcing & Talent Intelligence
- Develop proactive sourcing strategies for critical, recurring, specialized, and difficult-to-fill positions.
- Identify and engage passive talent through Indeed, HireEZ, FactoryFix, Handshake, Boolean and X-ray search techniques, professional networks, referrals, industry resources, and other creative sourcing channels.
- Conduct talent-market research and mapping to understand where talent exists, who employs it, competitive market conditions, and potential barriers to attracting candidates.
- Identify adjacent industries and transferable skill sets that can expand our available talent pools.
- Translate market intelligence into practical recommendations for recruiters, HR partners, hiring leaders, and the business.
- Support priority and difficult-to-fill searches with targeted sourcing and market intelligence.
Build Talent Pipelines Before We Need Them
- Build and maintain proactive pipelines for critical and recurring talent needs.
- Partner with Talent Acquisition, HR, and business leaders to understand anticipated workforce demand and identify where pipelines should be developed.
- Create talent communities and engagement strategies that keep prospective candidates connected to Cleaver-Brooks.
- Develop strategies for capturing, organizing, and re-engaging prospective talent as opportunities become available.
- Measure pipeline quality, engagement, readiness, and conversion.
Develop New Sources of Talent
- Build relationships with technical schools, trade programs, colleges and universities, workforce development organizations, military transition programs, industry associations, and community partners.
- Support SkillBridge, military and veteran recruiting, internships, apprenticeships, early-career programs, and skilled-trades workforce initiatives.
- Identify new partnerships and talent channels that support current and anticipated workforce needs.
- Represent Cleaver-Brooks at targeted recruiting, workforce development, educational, military, and industry events.
- Evaluate partnerships based on their ability to generate qualified candidates, pipelines, and hires.
Partner on Talent Attraction
- Identify priority talent audiences and provide candidate, sourcing, and labor-market insights that inform our talent attraction strategy.
- Partner closely with our Communications & Employer Brand Specialist to develop targeted approaches for reaching priority talent.
- Help identify the messages, employee experiences, career paths, and workforce programs that will resonate with specific candidate populations.
- Leverage employer-brand content and campaigns within sourcing, talent communities, workforce partnerships, and candidate outreach.
- Measure how talent attraction efforts influence candidate quality, engagement, pipeline growth, and hiring outcomes.
Recruit & Support the Team
- Manage a small portfolio of full-cycle requisitions, from intake through offer acceptance.
- Partner with hiring managers to understand talent needs, develop recruiting strategies, assess candidates, and keep searches moving forward.
- Provide additional recruiting support during periods of increased hiring volume, critical hiring needs, or recruiter capacity constraints.
- Deliver a high-quality candidate and hiring-manager experience through proactive communication and strong follow-through.
- Provide insight on talent availability, market conditions, compensation considerations, and recruiting challenges.
Bring New Ideas to Talent Acquisition
- Identify and evaluate new sourcing channels, recruiting technologies, tools, and approaches.
- Test new ways to identify and engage difficult-to-find and passive talent.
- Explore opportunities to improve sourcing, candidate engagement, talent rediscovery, and pipeline management through technology and automation.
- Share sourcing best practices, market insights, and successful strategies across the Talent Acquisition team.
- Lead assigned Talent Acquisition projects and help us continuously improve how we find, attract, and engage talent.
How You'll Spend Your Time
While priorities may flex based on business needs, this role is generally designed around:
70–75% — Strategic Sourcing, Talent Intelligence & Pipeline Development
Proactive sourcing, market mapping, talent pipelines, workforce partnerships, talent attraction strategy, sourcing innovation, and strategic Talent Acquisition initiatives.
25–30% — Full-Cycle Recruiting & Flexible Team Support
Managing a small requisition portfolio and providing additional recruiting support when business needs or team capacity require it.
The primary focus will remain building proactive talent pipelines and sourcing capabilities that strengthen Cleaver-Brooks' long-term ability to attract critical talent.
What You'll Bring
- 5+ years of progressive Talent Acquisition experience, including full-cycle recruiting, strategic sourcing, proactive talent pipeline development, and related talent acquisition initiatives.
- Experience recruiting within manufacturing, industrial services, engineering, construction, energy, skilled trades, technical environments, or similarly complex talent markets strongly preferred.
- Strong proactive sourcing skills and demonstrated success identifying and engaging passive and difficult-to-find talent.
- Experience using sourcing platforms, Boolean and X-ray search techniques, talent databases, professional networks, referrals, and other creative sourcing methods.
- Experience with platforms such as Indeed, HireEZ, FactoryFix, Handshake, or comparable recruiting and sourcing tools.
- Ability to conduct talent-market research, competitive mapping, and labor-market analysis and turn findings into actionable recruiting strategies.
- Experience building proactive talent pipelines, talent communities, or alternative talent channels.
- Strong full-cycle recruiting skills, including intake, sourcing, candidate assessment, hiring-manager partnership, offer development, and candidate closing.
- Strong relationship-building and communication skills with the ability to influence hiring managers, HR partners, business leaders, candidates, and external partners.
- Strong organization, project management, accountability, and follow-through.
- Ability to independently identify opportunities and move work forward without continuous direction.
- Ability to balance immediate recruiting priorities with longer-term strategic initiatives.
- Bachelor's degree in Human Resources, Business, Marketing, Communications, or a related field preferred; equivalent relevant experience will be considered.
We'd Especially Like to Meet You If You Have
Experience with skilled trades, service technicians, engineering, or other difficult-to-fill technical talent; talent mapping or competitive talent research; partnerships with technical schools, workforce organizations, or military transition programs; SkillBridge, apprenticeships, internships, or early-career programs; employer-brand or talent-attraction partnerships; or emerging sourcing technologies and AI-enabled recruiting tools.
What Success Looks Like
You'll know you're making an impact when we're finding and engaging talent before a requisition opens, not simply reacting once one does.
You'll help Cleaver-Brooks build stronger pipelines for critical talent, uncover new talent markets and transferable skill sets, improve our ability to reach passive candidates, develop external partnerships that result in qualified talent, and introduce sourcing practices that strengthen the entire Talent Acquisition team.
At the same time, you'll be able to step into a recruiting need when the team needs additional capacity—without losing sight of the proactive work this role was designed to lead.
Physical Requirements:
- Limited manual dexterity required.
- Work involves minimal physical effort.
About Cleaver-Brooks:
Cleaver-Brooks is the market leader in providing fully integrated thermal solution systems. We lead the boiler and burner industry due to our unmatched distribution network’s ability to deliver the knowledge, service, training and support that are essential to long-term performance. Our customers will tell you that we’re the only equipment provider that manufactures boilers, burners, controls, and a full array of ancillary and aftermarket products. They’ll also mention that our unique single-source capability means that we can deliver fully integrated boiler room solutions that reduce overall costs and optimize space. It is our focus on products that deliver the most efficient, reliable, safe and environmentally sustainable solutions that differentiate us in the marketplace. Cleaver-Brooks continues a 95 year legacy of providing the customers we serve with extraordinary products designed to deliver unsurpassed performance through the power of commitment.
Benefits of Being a Cleaver-Brooks Employee:
- Competitive salary
- Comprehensive benefits, including medical, dental, vision, maternity support program, discounted virtual physician visits, voluntary medical benefits (Critical Illness, Hospital Care, and Accidental Injury), FSA, HSA, life insurance, short term and long-term disability
- Cash matching 401(k) plan
- Employee assistance program (EAP)
- Pet insurance
- Employee discount program
- Tuition assistance
- Paid time off and 11 paid holidays
This description indicates the general nature of the tasks and responsibilities required of positions given this classification. It is not intended as a complete list of specific duties and responsibilities. Nor is it intended to limit or modify the right of management to assign, direct, and control the specific duties of individuals performing this function. The Company reserves the right to change, modify, amend, add to or delete from any section of this document as it deems, in its judgement, to be proper.
Remote work arrangements are not available for applicants residing in California, Connecticut, New York, New Jersey, Oregon, or Washington.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Recruitment Partner Job Roles in Georgia
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Search Recruitment Partner Jobs in GeorgiaRecruitment Partner Jobs in Georgia: Frequently Asked Questions
Which companies sponsor visas for recruitment partners in Georgia?
Atlanta-based employers with active sponsorship histories for recruiting roles include Delta Air Lines, Cox Enterprises, NCR Atleos, Home Depot, and UPS. Large staffing and professional services firms operating in Georgia, such as Randstad, Genuine Parts Company, and Fiserv, have also filed on behalf of talent acquisition professionals. Sponsorship activity is heaviest among companies with high-volume, ongoing hiring needs in technology, logistics, and corporate services.
Which visa types realistically fit recruitment partner roles in Georgia?
Recruitment partner roles are generally not classified as specialty occupations requiring a directly related bachelor's degree, so H-1B visa eligibility depends on how the employer defines the position. F-1 OPT is a practical option for recent graduates in business, HR, or a related field. If the role requires a qualifying degree and the employer can demonstrate specialty occupation status, H-1B visa, E-3 visa (Australian nationals), H-1B1 visa (Chilean and Singaporean nationals), or employment-based green card sponsorship may apply.
Which cities in Georgia have the most recruitment partner sponsorship jobs?
Atlanta accounts for the overwhelming share of recruitment partner sponsorship jobs in Georgia, driven by its density of corporate headquarters, logistics operations, and financial services firms. Alpharetta and Dunwoody, within the Atlanta metropolitan area, host technology company offices and staffing firm branches that regularly seek experienced recruiting professionals. Smaller markets like Augusta and Savannah have more limited sponsorship activity but are growing as logistics and healthcare employers expand.
How to find recruitment partner visa sponsorship jobs in Georgia?
Migrate Mate lists Georgia employers with verified visa sponsorship histories, letting you search for recruitment partner roles specifically rather than filtering through general job postings. Because sponsorship for HR and recruiting positions is less common than in technical fields, narrowing your search to companies with a documented track record of sponsoring similar roles is especially useful. Migrate Mate surfaces that filing history so you can focus your applications on employers already familiar with the sponsorship process.
Are there state-specific or role-specific considerations for recruitment partner sponsorship in Georgia?
Georgia's large university system, including Georgia Tech, Emory, and the University of Georgia, produces a steady pipeline of international graduates in business and HR who pursue OPT-based recruitment roles. Atlanta's status as a major corporate hub means many large employers have in-house immigration teams familiar with sponsorship. However, recruitment partner roles can face scrutiny under specialty occupation standards, so the strength of the employer's job description and the degree requirement they specify matters considerably.
What is the prevailing wage for sponsored recruitment partner jobs in Georgia?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.