Bench Sales Recruiter Visa Sponsorship Jobs in Texas
Bench sales recruiter visa sponsorship jobs in Texas are concentrated in the Dallas-Fort Worth metroplex, Houston, and Austin, where IT staffing firms, consulting companies, and technology services providers actively place contractors. Major employers include Infosys BPO, Wipro, and regional staffing agencies that run large bench sales operations supporting the state's technology and energy sectors.
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Get Access To All JobsABOUT THE ROLE - Recruiter
ACG is hiring a Recruiter to fill the field and office positions that keep our telecommunications and construction projects staffed. This is a hands-on, full-cycle role: you will take the hiring intake from the manager, write the posting, source and screen candidates, run phone screens, coordinate interviews and practical tests, verify credentials, extend offers, and carry the new hire through onboarding and the first 90 days.
Much of what you fill is hard to find: HDD drillers, cable technicians, estimators, superintendents, and foremen who must pass federal project screening. The successful candidate will build a pipeline before the requisition opens, confirm that licenses and certifications are current and documented rather than claimed, protect candidate and employee data, and give hiring managers an honest read on the market instead of a resume stack.
Location: 2017 Texas Ave., El Paso, Texas 79901; on-site office based, with occasional visits to the warehouse, project sites, and hiring events
Reports To: Operations Manager, as assigned
Schedule: Monday-Friday, standard daytime business hours; occasional early, evening, or weekend hours for hiring events, job fairs, and time-sensitive field openings
Employment Type: Full Time, Hourly - Non-Exempt
WORK ENVIRONMENT: Professional on-site office environment, with visits to the warehouse, construction and telecommunications project sites, job fairs, trade schools, and community hiring events
WHAT YOU WILL DO
Sourcing and Pipeline:
- Conduct intake meetings with hiring managers to define the real requirement: scope, must-have credentials, crew fit, pay range, start date, and what disqualifies a candidate.
- Write and publish job postings on Indeed, ZipRecruiter, and other approved channels using ACG posting standards and self-disqualifying screening questions.
- Source actively for hard-to-fill trades through referrals, trade schools, apprenticeship programs, union and association contacts, job fairs, and direct outreach rather than waiting on inbound applications.
- Build and maintain talent pipelines for recurring roles so requisitions can be filled before a project mobilizes.
- Represent ACG at job fairs, trade school events, veteran hiring programs, and community outreach.
- Track source effectiveness and report which channels actually produce hires.
Screening and Selection:
- Review applications against the posted requirements and remove candidates who fail the stated disqualifiers before they reach a manager.
- Conduct structured phone screens covering experience, equipment and systems operated, availability, travel, physical requirements, and compensation expectations.
- Schedule and coordinate in-person interviews, panel participation, and practical tests, and keep managers on schedule.
- Administer and collect interview scoring matrices and practical test results, and summarize findings for the hiring decision.
- Keep candidates informed at every stage and close out those who are not moving forward promptly and professionally.
- Give hiring managers an honest market read on availability, pay expectations, and realistic time-to-fill.
Verification, Offers and Onboarding:
- Verify licenses, certifications, driver records, and training cards against current documentation showing issuing organization and expiration date; never accept a verbal claim.
- Confirm references with supervisors, clients, or project management for comparable work, and document what was verified.
- Coordinate background screening, drug testing, work authorization, and, for federal assignments, badging and installation access eligibility.
- Prepare offer letters on the approved ACG template for management approval and extend offers once approved.
- Run onboarding end to end: new-hire paperwork, I-9 and work authorization, payroll and timekeeping setup, equipment and PPE issue, orientation scheduling, and required safety training enrollment.
- Coordinate with Accounting, Operations, and IT so a new hire has pay setup, assignments, credentials, and equipment ready on day one.
- Follow up through the 90-day probationary period, gather supervisor feedback, and flag early-turnover risk.
Records, Compliance and Reporting:
- Maintain accurate requisition, candidate, interview, and hire records in approved company systems and under SharePoint/QMS document control.
- Protect candidate and employee personal information and comply with company policy on confidentiality, privacy, and information security.
- Apply consistent, job-related screening criteria to every candidate for a given requisition and document the basis for selection decisions.
- Support equal employment opportunity, reasonable accommodation, and applicable federal-contractor recordkeeping practices in coordination with management.
- Report recruiting metrics on the required cadence, including open requisitions, time-to-fill, offers extended and accepted, source of hire, and 90-day retention.
- Recommend improvements to postings, screening questions, interview matrices, and practical tests based on which hires actually succeed.
Experience
- Two or more years of full-cycle recruiting, staffing, talent acquisition, or high-volume hiring experience is required.
- Experience recruiting skilled trades, construction, telecommunications, field, or industrial roles is strongly preferred.
- Experience writing job postings and screening questions and publishing on Indeed, ZipRecruiter, or comparable platforms is required.
- Experience conducting structured phone screens and coordinating interviews and assessments is required.
- Experience verifying licenses, certifications, and references, and coordinating background screening and work authorization, is preferred.
- Experience supporting onboarding, new-hire paperwork, I-9 completion, and orientation is preferred.
- Experience hiring for federal, government, or security-screened assignments is a plus.
- Equivalent practical experience, HR coursework, or a certification such as PHR, SHRM-CP, or a recruiting credential may be considered.
SKILLS
- Proactive sourcing ability: finds candidates who are not applying, not just those who are.
- Technical listening: can tell a real HDD driller, cable technician, or estimator from a resume that uses the right words, and knows which follow-up question exposes the difference.
- Structured interviewing and consistent, job-related evaluation across candidates.
- Documentation discipline for requisitions, screening notes, verification records, and selection rationale.
- Discretion and integrity handling candidate data, pay information, background results, and employee records.
- Clear, professional written and verbal communication with candidates, hiring managers, references, and vendors.
- Negotiation and closing ability within approved pay ranges and company authority.
- Organization under volume: manages multiple open requisitions, interview calendars, and start dates without items going silent.
- Proficiency with Microsoft 365 (Outlook, Word, Excel, Teams, SharePoint/QMS); Excel tracking for requisitions, pipelines, and metrics.
- Familiarity with applicant tracking systems, Odoo ERP, or assigned HR and onboarding systems.
- Working knowledge of employment practices including equal employment opportunity, interview question boundaries, I-9 and work authorization, and the difference between exempt and non-exempt classification.
- Bilingual English and Spanish required for the El Paso labor market and field crew communication.
WORK CONDITIONS & REQUIREMENTS
- Primarily seated on-site office work with frequent use of a computer, telephone, and video interviewing tools.
- Occasional standing, walking, and event setup requiring the ability to lift and carry recruiting materials, displays, and supplies up to 25 pounds, with or without reasonable accommodation.
- Occasional visits to the warehouse and to construction and telecommunications project sites; required PPE must be worn during any site visit.
- Local travel to job fairs, trade schools, and hiring events; occasional regional travel may be required.
- Occasional early, evening, or weekend hours during hiring events and time-sensitive field openings.
- Valid driver's license and reliable transportation for travel between assigned work locations and events.
DISQUALIFIERS
- Passive, post-and-wait recruiting with no demonstrated direct sourcing results.
- Advancing a candidate on a verbal claim of a license, certification, or training card instead of current documentation.
- Asking interview questions about protected characteristics, or applying different screening standards to different candidates for the same requisition.
- Misrepresenting pay, schedule, travel, physical demands, project duration, or advancement to a candidate in order to close a hire.
- Extending or implying an offer, pay rate, or start date without required management approval.
- Sharing candidate, employee, background, or compensation information outside the approved process.
- Leaving candidates without status, or allowing requisitions and interview schedules to go silent.
- Inability to document screening notes, verification records, and the basis for selection decisions.
- Unwillingness to recruit for field and trade roles, visit project sites, or attend hiring events.
- Unreliable attendance, punctuality, or follow-through.
HIRING COMPANY DESCRIPTION
ACG is a multi-state telecommunications and construction company serving federal, state, local, and commercial clients. ACG operates with a strong commitment to quality, safety, disciplined execution, documentation, accountability, cybersecurity, ERP systems, and professional project management. People who take ownership and consistently execute find long-term growth opportunities within the organization.
COMPANY CULTURE
- High accountability and strong documentation.
- Direct communication and follow-through.
- Comfort with a fast pace and changing priorities.
- Ownership mentality and professional discipline.
- Safety-conscious and quality-focused execution.
- Team-oriented collaboration and continuous learning.
BENEFITS
- Paid Time Off accrued per payroll: 4 days from 90 days to 1 year, 8 days from 1 to 4 years, 12 days from 5 to 9 years, and 14 days from the 10th year and beyond.
- Earn 4 extra PTO days with perfect attendance, plus 5 additional unpaid days at every seniority level.
- 7 full company holidays.
- 401(k) with 3.5% employer match.
- Medical insurance; ACG covers 50% of the employee-only medical premium.
- Dental and vision available.
- Professional development and paid training opportunities, internal continuous training, certification support, and sponsored leadership coaching and development program; these plans are vested for 1 year.
- Financial, professional, career, and personal growth opportunities.
PAY: $17.00 - $20.00 per hour
BENEFITS:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Vision insurance
WORK LOCATION: In person
ABOUT THE ROLE - Recruiter
ACG is hiring a Recruiter to fill the field and office positions that keep our telecommunications and construction projects staffed. This is a hands-on, full-cycle role: you will take the hiring intake from the manager, write the posting, source and screen candidates, run phone screens, coordinate interviews and practical tests, verify credentials, extend offers, and carry the new hire through onboarding and the first 90 days.
Much of what you fill is hard to find: HDD drillers, cable technicians, estimators, superintendents, and foremen who must pass federal project screening. The successful candidate will build a pipeline before the requisition opens, confirm that licenses and certifications are current and documented rather than claimed, protect candidate and employee data, and give hiring managers an honest read on the market instead of a resume stack.
Location: 2017 Texas Ave., El Paso, Texas 79901; on-site office based, with occasional visits to the warehouse, project sites, and hiring events
Reports To: Operations Manager, as assigned
Schedule: Monday-Friday, standard daytime business hours; occasional early, evening, or weekend hours for hiring events, job fairs, and time-sensitive field openings
Employment Type: Full Time, Hourly - Non-Exempt
WORK ENVIRONMENT: Professional on-site office environment, with visits to the warehouse, construction and telecommunications project sites, job fairs, trade schools, and community hiring events
WHAT YOU WILL DO
Sourcing and Pipeline:
- Conduct intake meetings with hiring managers to define the real requirement: scope, must-have credentials, crew fit, pay range, start date, and what disqualifies a candidate.
- Write and publish job postings on Indeed, ZipRecruiter, and other approved channels using ACG posting standards and self-disqualifying screening questions.
- Source actively for hard-to-fill trades through referrals, trade schools, apprenticeship programs, union and association contacts, job fairs, and direct outreach rather than waiting on inbound applications.
- Build and maintain talent pipelines for recurring roles so requisitions can be filled before a project mobilizes.
- Represent ACG at job fairs, trade school events, veteran hiring programs, and community outreach.
- Track source effectiveness and report which channels actually produce hires.
Screening and Selection:
- Review applications against the posted requirements and remove candidates who fail the stated disqualifiers before they reach a manager.
- Conduct structured phone screens covering experience, equipment and systems operated, availability, travel, physical requirements, and compensation expectations.
- Schedule and coordinate in-person interviews, panel participation, and practical tests, and keep managers on schedule.
- Administer and collect interview scoring matrices and practical test results, and summarize findings for the hiring decision.
- Keep candidates informed at every stage and close out those who are not moving forward promptly and professionally.
- Give hiring managers an honest market read on availability, pay expectations, and realistic time-to-fill.
Verification, Offers and Onboarding:
- Verify licenses, certifications, driver records, and training cards against current documentation showing issuing organization and expiration date; never accept a verbal claim.
- Confirm references with supervisors, clients, or project management for comparable work, and document what was verified.
- Coordinate background screening, drug testing, work authorization, and, for federal assignments, badging and installation access eligibility.
- Prepare offer letters on the approved ACG template for management approval and extend offers once approved.
- Run onboarding end to end: new-hire paperwork, I-9 and work authorization, payroll and timekeeping setup, equipment and PPE issue, orientation scheduling, and required safety training enrollment.
- Coordinate with Accounting, Operations, and IT so a new hire has pay setup, assignments, credentials, and equipment ready on day one.
- Follow up through the 90-day probationary period, gather supervisor feedback, and flag early-turnover risk.
Records, Compliance and Reporting:
- Maintain accurate requisition, candidate, interview, and hire records in approved company systems and under SharePoint/QMS document control.
- Protect candidate and employee personal information and comply with company policy on confidentiality, privacy, and information security.
- Apply consistent, job-related screening criteria to every candidate for a given requisition and document the basis for selection decisions.
- Support equal employment opportunity, reasonable accommodation, and applicable federal-contractor recordkeeping practices in coordination with management.
- Report recruiting metrics on the required cadence, including open requisitions, time-to-fill, offers extended and accepted, source of hire, and 90-day retention.
- Recommend improvements to postings, screening questions, interview matrices, and practical tests based on which hires actually succeed.
Experience
- Two or more years of full-cycle recruiting, staffing, talent acquisition, or high-volume hiring experience is required.
- Experience recruiting skilled trades, construction, telecommunications, field, or industrial roles is strongly preferred.
- Experience writing job postings and screening questions and publishing on Indeed, ZipRecruiter, or comparable platforms is required.
- Experience conducting structured phone screens and coordinating interviews and assessments is required.
- Experience verifying licenses, certifications, and references, and coordinating background screening and work authorization, is preferred.
- Experience supporting onboarding, new-hire paperwork, I-9 completion, and orientation is preferred.
- Experience hiring for federal, government, or security-screened assignments is a plus.
- Equivalent practical experience, HR coursework, or a certification such as PHR, SHRM-CP, or a recruiting credential may be considered.
SKILLS
- Proactive sourcing ability: finds candidates who are not applying, not just those who are.
- Technical listening: can tell a real HDD driller, cable technician, or estimator from a resume that uses the right words, and knows which follow-up question exposes the difference.
- Structured interviewing and consistent, job-related evaluation across candidates.
- Documentation discipline for requisitions, screening notes, verification records, and selection rationale.
- Discretion and integrity handling candidate data, pay information, background results, and employee records.
- Clear, professional written and verbal communication with candidates, hiring managers, references, and vendors.
- Negotiation and closing ability within approved pay ranges and company authority.
- Organization under volume: manages multiple open requisitions, interview calendars, and start dates without items going silent.
- Proficiency with Microsoft 365 (Outlook, Word, Excel, Teams, SharePoint/QMS); Excel tracking for requisitions, pipelines, and metrics.
- Familiarity with applicant tracking systems, Odoo ERP, or assigned HR and onboarding systems.
- Working knowledge of employment practices including equal employment opportunity, interview question boundaries, I-9 and work authorization, and the difference between exempt and non-exempt classification.
- Bilingual English and Spanish required for the El Paso labor market and field crew communication.
WORK CONDITIONS & REQUIREMENTS
- Primarily seated on-site office work with frequent use of a computer, telephone, and video interviewing tools.
- Occasional standing, walking, and event setup requiring the ability to lift and carry recruiting materials, displays, and supplies up to 25 pounds, with or without reasonable accommodation.
- Occasional visits to the warehouse and to construction and telecommunications project sites; required PPE must be worn during any site visit.
- Local travel to job fairs, trade schools, and hiring events; occasional regional travel may be required.
- Occasional early, evening, or weekend hours during hiring events and time-sensitive field openings.
- Valid driver's license and reliable transportation for travel between assigned work locations and events.
DISQUALIFIERS
- Passive, post-and-wait recruiting with no demonstrated direct sourcing results.
- Advancing a candidate on a verbal claim of a license, certification, or training card instead of current documentation.
- Asking interview questions about protected characteristics, or applying different screening standards to different candidates for the same requisition.
- Misrepresenting pay, schedule, travel, physical demands, project duration, or advancement to a candidate in order to close a hire.
- Extending or implying an offer, pay rate, or start date without required management approval.
- Sharing candidate, employee, background, or compensation information outside the approved process.
- Leaving candidates without status, or allowing requisitions and interview schedules to go silent.
- Inability to document screening notes, verification records, and the basis for selection decisions.
- Unwillingness to recruit for field and trade roles, visit project sites, or attend hiring events.
- Unreliable attendance, punctuality, or follow-through.
HIRING COMPANY DESCRIPTION
ACG is a multi-state telecommunications and construction company serving federal, state, local, and commercial clients. ACG operates with a strong commitment to quality, safety, disciplined execution, documentation, accountability, cybersecurity, ERP systems, and professional project management. People who take ownership and consistently execute find long-term growth opportunities within the organization.
COMPANY CULTURE
- High accountability and strong documentation.
- Direct communication and follow-through.
- Comfort with a fast pace and changing priorities.
- Ownership mentality and professional discipline.
- Safety-conscious and quality-focused execution.
- Team-oriented collaboration and continuous learning.
BENEFITS
- Paid Time Off accrued per payroll: 4 days from 90 days to 1 year, 8 days from 1 to 4 years, 12 days from 5 to 9 years, and 14 days from the 10th year and beyond.
- Earn 4 extra PTO days with perfect attendance, plus 5 additional unpaid days at every seniority level.
- 7 full company holidays.
- 401(k) with 3.5% employer match.
- Medical insurance; ACG covers 50% of the employee-only medical premium.
- Dental and vision available.
- Professional development and paid training opportunities, internal continuous training, certification support, and sponsored leadership coaching and development program; these plans are vested for 1 year.
- Financial, professional, career, and personal growth opportunities.
PAY: $17.00 - $20.00 per hour
BENEFITS:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Vision insurance
WORK LOCATION: In person
Bench Sales Recruiter Job Roles in Texas
See all 82+ Bench Sales Recruiter Jobs in Texas
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Search Bench Sales Recruiter Jobs in TexasBench Sales Recruiter Jobs in Texas: Frequently Asked Questions
Which companies sponsor visas for bench sales recruiters in Texas?
IT staffing firms and technology consulting companies are the most active sponsors for bench sales recruiter roles in Texas. Companies such as Infosys BPO, Wipro, Cognizant, and regional staffing agencies headquartered in the Dallas-Fort Worth and Houston metros have filed for these positions. Firms that maintain large contractor bench operations typically have established HR processes for sponsoring H-1B visa or other work visa categories for experienced recruiters.
Which visa types realistically fit bench sales recruiter roles in Texas?
Bench sales recruiter roles generally do not qualify as specialty occupations requiring a directly related bachelor's degree, so H-1B sponsorship is uncommon. The most practical pathways for international candidates are F-1 OPT, which allows 12 months of post-graduation work authorization, and employer-sponsored green card petitions through the EB-3 category for skilled workers. Candidates already holding H-1B status through a prior employer may transfer that status to a new sponsoring staffing firm.
Which cities in Texas have the most bench sales recruiter sponsorship jobs?
Dallas-Fort Worth leads Texas for bench sales recruiter openings, driven by its dense concentration of IT staffing companies and corporate technology offices in Plano, Irving, and Richardson. Houston is the second-largest market, supported by energy-sector consulting firms that maintain contractor pipelines. Austin is a growing hub as technology employers expand operations there, generating demand for recruiters who can place software and IT contractors quickly.
How to find bench sales recruiter visa sponsorship jobs in Texas?
Migrate Mate is a focused resource for finding bench sales recruiter roles in Texas where employers have verified visa sponsorship history. You can search specifically for staffing and IT consulting firms in Dallas, Houston, and Austin that have sponsored international candidates before. Filtering by role and location on Migrate Mate helps you identify active sponsors rather than applying broadly and discovering sponsorship eligibility late in the process.
Are there state-specific factors that affect bench sales recruiter sponsorship in Texas?
Texas has no state income tax, which makes it an attractive base for staffing firms that compete on total compensation when recruiting internationally. The state's large H-1B worker population in the technology and energy sectors creates steady demand for bench sales recruiters who understand visa status nuances. Universities like UT Dallas, the University of Houston, and Texas A&M produce MBA and business graduates who sometimes enter bench sales recruiting roles through OPT before pursuing longer-term sponsorship.
What is the prevailing wage for sponsored bench sales recruiter jobs in Texas?
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.