Contract Recruiter Jobs in USA with Visa Sponsorship
Contract recruiter roles attract H-1B visa, O-1 visa, and TN visa sponsorship from staffing firms and in-house talent teams. A bachelor's degree in HR, business, or a related field typically satisfies specialty occupation requirements, and contract-to-hire structures are common. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsDivergent is building the new industrial age. Every day, our teams design, manufacture, and assemble advanced systems for some of the world's most demanding industries. Our integrated engineering and manufacturing platform transforms complex designs into production-ready solutions, helping customers move faster, build smarter, and deliver critical systems when they matter most. Divergent is a qualified Tier 1 supplier to global automotive OEMs and supports leading U.S. aerospace and defense companies.
Join us and help push the boundaries of what can be built.
Purpose
Divergent is seeking a hands-on Recruiter, Non-Exempt Hiring to support high-volume recruiting across our production and manufacturing operations. This role will focus primarily on hourly, non-exempt, technician, skilled-trades, and production positions critical to scaling our operations.
The ideal candidate is comfortable working in a fast-paced manufacturing environment where hiring priorities can shift quickly and speed matters. This person will own the recruiting process from intake through offer while building strong partnerships with hiring managers and developing pipelines of qualified talent for recurring and hard-to-fill positions.
This role is highly execution-focused and requires someone who can manage significant hiring volume without sacrificing candidate quality or experience.
The Role
- Own full-cycle recruiting for non-exempt and hourly positions across production and manufacturing operations.
- Recruit for roles such as Production Technicians, Manufacturing Technicians, CNC Machinists, Quality Inspectors, Metrology Technicians, Maintenance Technicians, Material Handlers, Logistics/Warehouse positions, and other skilled-trades or technician roles.
- Partner closely with Production and Operations leaders to understand hiring needs, technical requirements, shift requirements, and hiring timelines.
- Conduct intake meetings and translate hiring manager requirements into effective recruiting and sourcing strategies.
- Review applications, conduct recruiter screens, assess candidate qualifications, and move qualified candidates through the hiring process efficiently.
- Proactively source candidates through LinkedIn, job boards, referrals, community partnerships, trade schools, workforce programs, career fairs, and other channels.
- Build and maintain pipelines for high-volume and recurring positions rather than relying solely on inbound applicants.
- Coordinate hiring events, onsite interviews, career fairs, and other high-volume recruiting initiatives as needed.
- Maintain consistent communication with candidates throughout the recruiting process and provide a positive candidate experience.
- Partner with Recruiting Coordinators and hiring teams to ensure interviews are scheduled quickly and feedback is collected promptly.
- Manage multiple requisitions simultaneously while prioritizing critical hiring needs.
- Maintain accurate candidate activity, dispositioning, notes, and recruiting data within Greenhouse.
- Monitor pipeline health and identify bottlenecks, sourcing challenges, or hiring-manager delays.
- Use recruiting data to evaluate source effectiveness, conversion rates, time-to-fill, and other hiring trends.
- Develop strong relationships with local talent communities, technical schools, workforce development organizations, and other sources of skilled talent.
- Partner with the broader Recruiting team to continuously improve processes, tools, and candidate experience.
Basic Qualifications
- Ability to lawfully access information and technology that is subject to US export controls
- 3+ years of full-cycle recruiting experience, preferably supporting manufacturing, production, aerospace, automotive, hardware, industrial, or similarly technical environments.
- Demonstrated experience recruiting for hourly, non-exempt, technician, skilled-trades, or high-volume positions.
- Experience proactively sourcing candidates rather than relying exclusively on applicants or staffing agencies.
- Ability to understand and screen for technical and hands-on manufacturing experience.
- Experience managing a high volume of open requisitions and candidates simultaneously.
- Strong sense of urgency and ability to operate effectively in an environment with rapidly changing priorities.
- Strong partnership and communication skills with hiring managers and operational leaders.
- Ability to balance speed, candidate quality, hiring-manager expectations, and candidate experience.
- Experience working within an applicant tracking system; Greenhouse experience is preferred.
- Strong organizational skills and attention to detail.
- Comfortable using recruiting metrics and pipeline data to identify problems and drive action.
Preferred Qualifications
- Experience recruiting CNC machinists, manufacturing/production technicians, quality inspectors, metrology professionals, maintenance technicians, or similar skilled manufacturing talent.
- Experience recruiting within a startup, high-growth, or rapidly scaling manufacturing organization.
- Experience supporting multiple shifts and high-volume hiring initiatives.
- Established knowledge of the Southern California manufacturing and skilled-trades talent market.
- Experience with career fairs, hiring events, trade schools, workforce development programs, or military/veteran recruiting.
- Experience with Greenhouse and LinkedIn Recruiter.
Compensation
At Divergent, our pay range is based on the level of the job. For this role, we will consider candidates at levels S03 - S05 as evaluated through our interview process.
- S03 / Recruiter: $81,900 - $112,610
- S04 / Recruiter: $94,610 - $130,090
- S05 / Senior Recruiter: $109,240 - $150,210
What We Offer:
- Holistic Compensation Package: Enjoy a world-class compensation package that includes a competitive salary, equity plan, and discretionary results-based incentive bonus opportunities, ensuring you're truly valued for your contributions.
- Wellness and Time Off: Embrace a healthy lifestyle with paid vacation, sick time, and company holidays, including a year-end shutdown to recharge. We support growing families with paid parental leave, recognizing the importance of bonding time.
- Comprehensive Health and Wellness: Prioritize your well-being with our comprehensive health and wellness benefits, offering both HMO and Premium PPO options. Additionally, benefit from company-sponsored life insurance and short and long-term disability coverage for peace of mind.
- Investment in Growth: We're committed to your professional development. Take advantage of reimbursement opportunities for learning and development initiatives, empowering you to continuously expand your skill set and reach peak performance.
- Collaborative and High-Performing Environment: Join our collaborative, dynamic, and high-performing team within a fast-paced, mission-driven company. Together, we're disrupting the traditional manufacturing industry, fostering innovation, and integrating people and technology to reduce our footprint.
Equal Employment Opportunity
Divergent is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected characteristic. Divergent provides affirmative action in employment for qualified Individuals with Disabilities and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act.
EEO Poster
In order to adjust to changes in our business, it may become necessary to add, remove or modify certain duties and responsibilities, or to reassign you to another job position. From time to time you may be asked to work on special projects or to assist with other work. Your cooperation and assistance in performing such additional work is expected.
E-Verify: Right to Work
Our company participates in E-Verify. E-Verify is a program that electronically confirms a candidate's eligibility to work in the United States after completing the Employment Eligibility Verification (Form I-9). The information provided on the Form I-9 is compared to the records contained in the Social Security Administration and Department of Homeland Security (DHS) databases. This helps employers verify the identity and employment eligibility of newly hired employees.
Eligibility to Work Poster (English) | Eligibility to Work Poster (Spanish)
Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO)
Pursuant to the Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO), we will consider for employment qualified applicants with arrest and conviction records.
No agencies, no solicitations, and no calls please.
Divergent is building the new industrial age. Every day, our teams design, manufacture, and assemble advanced systems for some of the world's most demanding industries. Our integrated engineering and manufacturing platform transforms complex designs into production-ready solutions, helping customers move faster, build smarter, and deliver critical systems when they matter most. Divergent is a qualified Tier 1 supplier to global automotive OEMs and supports leading U.S. aerospace and defense companies.
Join us and help push the boundaries of what can be built.
Purpose
Divergent is seeking a hands-on Recruiter, Non-Exempt Hiring to support high-volume recruiting across our production and manufacturing operations. This role will focus primarily on hourly, non-exempt, technician, skilled-trades, and production positions critical to scaling our operations.
The ideal candidate is comfortable working in a fast-paced manufacturing environment where hiring priorities can shift quickly and speed matters. This person will own the recruiting process from intake through offer while building strong partnerships with hiring managers and developing pipelines of qualified talent for recurring and hard-to-fill positions.
This role is highly execution-focused and requires someone who can manage significant hiring volume without sacrificing candidate quality or experience.
The Role
- Own full-cycle recruiting for non-exempt and hourly positions across production and manufacturing operations.
- Recruit for roles such as Production Technicians, Manufacturing Technicians, CNC Machinists, Quality Inspectors, Metrology Technicians, Maintenance Technicians, Material Handlers, Logistics/Warehouse positions, and other skilled-trades or technician roles.
- Partner closely with Production and Operations leaders to understand hiring needs, technical requirements, shift requirements, and hiring timelines.
- Conduct intake meetings and translate hiring manager requirements into effective recruiting and sourcing strategies.
- Review applications, conduct recruiter screens, assess candidate qualifications, and move qualified candidates through the hiring process efficiently.
- Proactively source candidates through LinkedIn, job boards, referrals, community partnerships, trade schools, workforce programs, career fairs, and other channels.
- Build and maintain pipelines for high-volume and recurring positions rather than relying solely on inbound applicants.
- Coordinate hiring events, onsite interviews, career fairs, and other high-volume recruiting initiatives as needed.
- Maintain consistent communication with candidates throughout the recruiting process and provide a positive candidate experience.
- Partner with Recruiting Coordinators and hiring teams to ensure interviews are scheduled quickly and feedback is collected promptly.
- Manage multiple requisitions simultaneously while prioritizing critical hiring needs.
- Maintain accurate candidate activity, dispositioning, notes, and recruiting data within Greenhouse.
- Monitor pipeline health and identify bottlenecks, sourcing challenges, or hiring-manager delays.
- Use recruiting data to evaluate source effectiveness, conversion rates, time-to-fill, and other hiring trends.
- Develop strong relationships with local talent communities, technical schools, workforce development organizations, and other sources of skilled talent.
- Partner with the broader Recruiting team to continuously improve processes, tools, and candidate experience.
Basic Qualifications
- Ability to lawfully access information and technology that is subject to US export controls
- 3+ years of full-cycle recruiting experience, preferably supporting manufacturing, production, aerospace, automotive, hardware, industrial, or similarly technical environments.
- Demonstrated experience recruiting for hourly, non-exempt, technician, skilled-trades, or high-volume positions.
- Experience proactively sourcing candidates rather than relying exclusively on applicants or staffing agencies.
- Ability to understand and screen for technical and hands-on manufacturing experience.
- Experience managing a high volume of open requisitions and candidates simultaneously.
- Strong sense of urgency and ability to operate effectively in an environment with rapidly changing priorities.
- Strong partnership and communication skills with hiring managers and operational leaders.
- Ability to balance speed, candidate quality, hiring-manager expectations, and candidate experience.
- Experience working within an applicant tracking system; Greenhouse experience is preferred.
- Strong organizational skills and attention to detail.
- Comfortable using recruiting metrics and pipeline data to identify problems and drive action.
Preferred Qualifications
- Experience recruiting CNC machinists, manufacturing/production technicians, quality inspectors, metrology professionals, maintenance technicians, or similar skilled manufacturing talent.
- Experience recruiting within a startup, high-growth, or rapidly scaling manufacturing organization.
- Experience supporting multiple shifts and high-volume hiring initiatives.
- Established knowledge of the Southern California manufacturing and skilled-trades talent market.
- Experience with career fairs, hiring events, trade schools, workforce development programs, or military/veteran recruiting.
- Experience with Greenhouse and LinkedIn Recruiter.
Compensation
At Divergent, our pay range is based on the level of the job. For this role, we will consider candidates at levels S03 - S05 as evaluated through our interview process.
- S03 / Recruiter: $81,900 - $112,610
- S04 / Recruiter: $94,610 - $130,090
- S05 / Senior Recruiter: $109,240 - $150,210
What We Offer:
- Holistic Compensation Package: Enjoy a world-class compensation package that includes a competitive salary, equity plan, and discretionary results-based incentive bonus opportunities, ensuring you're truly valued for your contributions.
- Wellness and Time Off: Embrace a healthy lifestyle with paid vacation, sick time, and company holidays, including a year-end shutdown to recharge. We support growing families with paid parental leave, recognizing the importance of bonding time.
- Comprehensive Health and Wellness: Prioritize your well-being with our comprehensive health and wellness benefits, offering both HMO and Premium PPO options. Additionally, benefit from company-sponsored life insurance and short and long-term disability coverage for peace of mind.
- Investment in Growth: We're committed to your professional development. Take advantage of reimbursement opportunities for learning and development initiatives, empowering you to continuously expand your skill set and reach peak performance.
- Collaborative and High-Performing Environment: Join our collaborative, dynamic, and high-performing team within a fast-paced, mission-driven company. Together, we're disrupting the traditional manufacturing industry, fostering innovation, and integrating people and technology to reduce our footprint.
Equal Employment Opportunity
Divergent is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected characteristic. Divergent provides affirmative action in employment for qualified Individuals with Disabilities and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act.
EEO Poster
In order to adjust to changes in our business, it may become necessary to add, remove or modify certain duties and responsibilities, or to reassign you to another job position. From time to time you may be asked to work on special projects or to assist with other work. Your cooperation and assistance in performing such additional work is expected.
E-Verify: Right to Work
Our company participates in E-Verify. E-Verify is a program that electronically confirms a candidate's eligibility to work in the United States after completing the Employment Eligibility Verification (Form I-9). The information provided on the Form I-9 is compared to the records contained in the Social Security Administration and Department of Homeland Security (DHS) databases. This helps employers verify the identity and employment eligibility of newly hired employees.
Eligibility to Work Poster (English) | Eligibility to Work Poster (Spanish)
Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO)
Pursuant to the Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO), we will consider for employment qualified applicants with arrest and conviction records.
No agencies, no solicitations, and no calls please.
See all 4,421+ Contract Recruiter Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Contract Recruiter roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Contract Recruiter
Target in-house talent teams over small agencies
Large corporations with dedicated HR departments are far more likely to sponsor visas than boutique staffing agencies. In-house recruiting roles at tech, finance, and healthcare companies offer more stable sponsorship pathways and longer engagement periods.
Frame your degree as directly relevant
USCIS scrutinizes specialty occupation status for recruiting roles. A degree in human resources, industrial-organizational psychology, or business administration strengthens your case significantly more than an unrelated field combined with experience alone.
Clarify the contract structure upfront
Some contract roles are W-2 through a staffing firm, others are direct contracts with the end client. Visa sponsorship responsibility falls on your legal employer, so confirming who that is before applying avoids confusion during the petition process.
Emphasize specialized recruiting experience
Generic recruiting is harder to defend as a specialty occupation. Technical recruiting, executive search, or niche industry hiring, healthcare, engineering, financial services, signals the specialized knowledge that supports an H-1B specialty occupation argument.
Ask about LCA coverage for your work location
Contract recruiters often work across multiple client sites or remotely. Your employer's Labor Condition Application must cover each location where you perform work, so confirm whether their LCA accounts for remote work or client-site placements.
Understand renewal timelines for contract roles
H-1B extensions tied to short-term contracts can create timing gaps if the contract ends before renewal is filed. Ask prospective employers how they handle H-1B continuity between contract engagements to avoid unexpected gaps in work authorization.
Frequently Asked Questions
Does a contract recruiter role qualify as an H-1B specialty occupation?
It can, but it requires a strong position description and supporting documentation. USCIS expects the role to normally require a bachelor's degree in a specific field, human resources, business, or a related discipline. Generic recruiting job descriptions that list any degree as acceptable are the most common reason H-1B visa petitions for this title face requests for evidence or denial. Roles focused on technical, clinical, or executive recruiting have the strongest track records.
Which visa types are most commonly sponsored for contract recruiter positions?
H-1B is the most common path for contract recruiter sponsorship. Canadian and Mexican nationals may qualify under TN visa status using the management consultant category, though this classification requires careful documentation. O-1A is an option for recruiters with demonstrable national recognition in talent acquisition, though this is rare for the role. E-3 visa is available to Australian citizens meeting the same specialty occupation standard as H-1B.
Do staffing firms actually sponsor visas for contract recruiter roles?
Some do, but it's less common than with direct-hire roles. Larger staffing firms, those placing hundreds of contractors annually, are more likely to have established H-1B sponsorship infrastructure. Smaller agencies often decline because the administrative cost and risk don't pencil out for short-term contracts. In-house recruiting roles at mid-to-large corporations offer more consistent sponsorship. Browse open contract recruiter roles on Migrate Mate to filter for employers with sponsorship history.
What degree do I need to qualify for H-1B sponsorship as a contract recruiter?
A bachelor's degree in human resources, business administration, industrial-organizational psychology, or a closely related field is the strongest foundation. Unrelated degrees combined with years of experience present a harder argument, USCIS allows the three-for-one experience substitution rule in some cases, but adjudicators apply it inconsistently for recruiting roles. If your degree field is a stretch, your employer's attorney may need to build a detailed nexus argument linking your education to the specific duties of the role.
Can I transfer my H-1B to a new contract recruiter role mid-contract?
Yes. Under H-1B portability rules, you can begin working for a new sponsoring employer as soon as they file a transfer petition, provided your current H-1B was approved and you've maintained valid status. The new role must still qualify as a specialty occupation, a contract recruiter position with a substantially different scope or employer type may require fresh specialty occupation documentation rather than relying on your existing approval.
What is the prevailing wage requirement for sponsored Contract Recruiter jobs?
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.