Campus Recruiter Visa Sponsorship Jobs in North Carolina
Campus recruiter visa sponsorship jobs in North Carolina span research universities, healthcare systems, and technology employers across Raleigh, Durham, Charlotte, and the Research Triangle. Major institutions such as Duke University, the University of North Carolina system, and large employers in the Triangle's life sciences corridor regularly build campus recruiting teams that may support international candidates.
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Get Access To All JobsINTRODUCTION
The Early Talent Campus Recruiter is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman's employer brand and talent supply chain across all four companies.
TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT
- Build and own Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades.
- Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates.
- Identify programs from technical school partnerships for the Apprenticeship Program.
- Establish the Hoffman Family of Companies as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement.
- Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs.
- Attend and coordinate trade school career events, skills competitions, and industry showcases.
UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT
- Own and manage relationships with university career centers, department heads, and faculty across all partner institutions.
- Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans.
- Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies.
- Build faculty and advisor relationships to position the Hoffman Family of Companies as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines.
- Develop university partnerships supporting internship program and future talent pipeline.
- Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history.
END-TO-END INTERNSHIP PROGRAM MANAGEMENT
- Own and manage the Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies.
- Collaborate with each company lead on internship program logistics, curriculum, and participant experience.
- Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations.
- Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric.
- Coordinate intern accommodations, travel, and logistics for out-of-area participants.
- Build the internship program into a recognized entry point for early-career talent across all the Hoffman Family of Companies.
- Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business, Communications, or related field required.
- 3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development.
- Demonstrated experience building university or trade school partnerships and managing campus recruiting programs.
- Experience with internship program design and management preferred.
- Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership.
- Proficiency with ATS platforms, Excel/data tools, and recruiting technology.
- Excellent relationship-building, communication, and presentation skills.
- Comfortable representing the company at external events, career fairs, and campus visits.
- Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus.
INTRODUCTION
The Early Talent Campus Recruiter is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman's employer brand and talent supply chain across all four companies.
TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT
- Build and own Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades.
- Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates.
- Identify programs from technical school partnerships for the Apprenticeship Program.
- Establish the Hoffman Family of Companies as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement.
- Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs.
- Attend and coordinate trade school career events, skills competitions, and industry showcases.
UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT
- Own and manage relationships with university career centers, department heads, and faculty across all partner institutions.
- Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans.
- Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies.
- Build faculty and advisor relationships to position the Hoffman Family of Companies as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines.
- Develop university partnerships supporting internship program and future talent pipeline.
- Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history.
END-TO-END INTERNSHIP PROGRAM MANAGEMENT
- Own and manage the Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies.
- Collaborate with each company lead on internship program logistics, curriculum, and participant experience.
- Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations.
- Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric.
- Coordinate intern accommodations, travel, and logistics for out-of-area participants.
- Build the internship program into a recognized entry point for early-career talent across all the Hoffman Family of Companies.
- Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business, Communications, or related field required.
- 3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development.
- Demonstrated experience building university or trade school partnerships and managing campus recruiting programs.
- Experience with internship program design and management preferred.
- Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership.
- Proficiency with ATS platforms, Excel/data tools, and recruiting technology.
- Excellent relationship-building, communication, and presentation skills.
- Comfortable representing the company at external events, career fairs, and campus visits.
- Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus.
Campus Recruiter Job Roles in North Carolina
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Search Campus Recruiter Jobs in North CarolinaCampus Recruiter Jobs in North Carolina: Frequently Asked Questions
Which companies sponsor visas for campus recruiters in North Carolina?
Large employers with established talent acquisition teams are the most consistent sponsors for campus recruiter roles in North Carolina. Organizations such as Duke Health, UNC Health, Lenovo's North America headquarters in Morrisville, and technology firms in the Research Triangle Park area have filed for work visas in HR and recruiting functions. University systems themselves also hire campus recruiters, though their sponsorship practices vary by institution and position type.
Which visa types realistically fit campus recruiter roles in North Carolina?
Campus recruiter positions typically require a bachelor's degree in human resources, business, communications, or a related field, which can support H-1B visa eligibility as a specialty occupation. F-1 students with an eligible degree may work through OPT while seeking longer-term sponsorship. The E-3 visa applies to Australian nationals in qualifying specialty occupations, and the H-1B1 visa covers Chilean and Singaporean nationals under similar conditions. Green card sponsorship through EB-2 or EB-3 categories is also possible for established employees.
How to find campus recruiter visa sponsorship jobs in North Carolina?
Migrate Mate is the most direct way to find campus recruiter visa sponsorship jobs in North Carolina, as the platform lists employers with verified sponsorship filing history and lets you search by role and location. Focusing your search on the Raleigh-Durham, Charlotte, and Greensboro metro areas will surface the highest concentration of active openings. Targeting large healthcare networks, university systems, and Research Triangle technology firms gives you the best starting point for roles where international sponsorship is a known practice.
Which cities in North Carolina have the most campus recruiter sponsorship jobs?
Raleigh and Durham form the state's strongest market for campus recruiter roles, driven by Research Triangle Park, major universities, and a dense concentration of life sciences and technology employers. Charlotte adds volume through its financial services sector and large corporate headquarters that maintain dedicated talent acquisition teams. Greensboro and Winston-Salem contribute opportunities tied to healthcare systems and regional university campuses, though at a smaller scale than the Triangle or Charlotte.
Are there state-specific factors that affect visa sponsorship for campus recruiters in North Carolina?
North Carolina's concentration of research universities and the Research Triangle Park creates unusually strong demand for campus recruiting professionals, since many employers in the area run structured university partnership programs. Healthcare is the state's largest employment sector, and health systems like Duke Health and Atrium Health maintain sizable recruiting teams. Employers tied to federal research contracts may also be more familiar with employment verification requirements, which can influence how they approach international hiring for HR support roles.
What is the prevailing wage for sponsored campus recruiter jobs in North Carolina?
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.