Executive Search Jobs in USA with Visa Sponsorship
Executive search roles in the U.S. typically qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree in business, human resources, or a related field. Firms at the senior level routinely sponsor experienced candidates, and the E-3 visa is an efficient path for Australian nationals. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures.
ROLE AND RESPONSIBILITIES
The Director, Recruiting & Executive Search is a hands-on recruiting leader responsible for serving as Stord’s lead executive recruiter while driving the day-to-day operating rhythm of the corporate recruiting and global offshore hiring teams. Reporting to the Director of Talent, this role will own recruiting execution across executive search, corporate talent acquisition, and global offshore hiring. The broader Talent organization also includes warehouse staffing and people analytics, which this role will partner with. This is a player-coach role for someone who can personally source, engage, assess, and close senior talent while also managing recruiter performance, hiring manager alignment, pipeline health, process discipline, and recruiting metrics. The ideal candidate is an operator first: someone who can bring structure, urgency, and accountability to a high-growth recruiting environment. Over time, this role has the opportunity to grow into broader strategic Talent Acquisition leadership as the function continues to scale.
What You’ll Do
Lead Executive Recruiting:
- Personally own and drive full-cycle executive and senior leadership searches across critical business areas, including Product, Engineering, Data, Operations, Sales, Marketing, Finance, People, and other strategic functions.
- Serve as the lead executive search partner to senior leaders by bringing market intelligence, role calibration, sourcing strategy, candidate assessment, and closing support to high-impact searches.
- Build targeted sourcing strategies for hard-to-fill leadership roles, ensuring Stord can identify, attract, assess, and close top-tier talent.
- Create a high-quality executive recruiting experience for candidates and hiring teams, balancing speed, rigor, discretion, and strong stakeholder communication.
Drive Recruiting Execution:
- Own the operating cadence for corporate recruiting and global offshore hiring, including requisition prioritization, recruiter workload management, pipeline health, aging requisitions, interview process adherence, and hiring forecast execution.
- Translate company hiring priorities into clear team goals, weekly execution plans, and measurable outcomes.
- Ensure recruiting processes are consistent, efficient, and scalable across corporate and offshore hiring while maintaining a strong candidate and hiring manager experience.
- Proactively identify hiring risks, bottlenecks, process gaps, and capacity constraints, then drive practical solutions to keep business-critical searches moving.
Lead and Develop the Recruiting Team:
- Act as a true player-coach for corporate recruiters and offshore hiring resources, providing coaching, accountability, prioritization, and hands-on support where needed.
- Set clear expectations for recruiter performance, including pipeline generation, hiring manager partnership, process discipline, candidate quality, offer execution, and data hygiene.
- Develop team capability through regular coaching, search strategy reviews, recruiter performance conversations, and improved recruiting playbooks.
- Create a culture of urgency, ownership, and continuous improvement across the recruiting team.
Partner with Business Leaders:
- Serve as a trusted recruiting advisor to executives and hiring managers, helping them define role requirements, calibrate talent profiles, understand market realities, and make effective hiring decisions.
- Partner with leaders to improve interview quality, feedback discipline, candidate evaluation, and offer decision-making.
- Push for clarity and accountability throughout the hiring process, including intake quality, interview alignment, timely feedback, and decisive candidate movement.
- Use data and market insights to help leaders understand tradeoffs around talent availability, compensation, leveling, location, and search timelines.
Oversee Global Offshore Hiring:
- Manage execution for global offshore hiring programs, including partner management, requisition intake, candidate quality, hiring process governance, and service-level expectations.
- Partner with business leaders and offshore vendors to ensure global hiring channels support Stord’s goals around cost, quality, speed, and scalability.
- Continuously improve offshore recruiting operations by refining workflows, reporting, vendor accountability, and role calibration.
- Ensure offshore hiring operates as an integrated part of the broader recruiting function, not as a disconnected external process.
Improve Recruiting Data, Process, and Visibility:
- Use recruiting data to manage team performance, identify process gaps, and provide clear visibility into hiring progress, risks, and outcomes.
- Partner with People Analytics and People Systems to improve reporting, ATS discipline, funnel metrics, source effectiveness, offer acceptance, time-to-fill, and recruiter productivity.
- Build scalable recruiting processes that support continued growth while improving speed, quality, consistency, and accountability.
- Help operationalize Stord’s broader talent acquisition strategy by turning strategic priorities into repeatable recruiting practices, operating rhythms, and measurable results.
BASIC QUALIFICATIONS
- 7+ years of progressive talent acquisition experience, including significant experience in fast-paced, high-growth, technology-driven environments.
- Demonstrated success personally leading full-cycle executive and senior leadership searches.
- Proven experience managing and developing recruiters in a player-coach capacity.
- Strong operational discipline and experience running recruiting cadence, prioritization, funnel management, metrics, process adherence, and team performance.
- Experience supporting corporate hiring across functions such as Product, Engineering, Data, Sales, Marketing, Finance, Operations, People, or G&A.
- Experience partnering directly with executives and senior leaders on role design, search strategy, candidate assessment, market mapping, and closing.
- Strong understanding of recruiting systems, funnel metrics, reporting, and the operational mechanics required to run a high-performing TA function.
- Ability to balance hands-on execution, team leadership, stakeholder management, and process improvement.
- Comfort operating in ambiguity while bringing structure, clarity, and accountability to the recruiting process.
- Exceptional communication, judgment, prioritization, and stakeholder management skills.
PREFERRED QUALIFICATIONS
- Experience recruiting for enterprise software, logistics, supply chain, ecommerce, fulfillment, or technology-enabled operations businesses.
- Experience hiring Product, Engineering, AI, Data Science, Machine Learning, or technical leadership roles during a period of rapid growth.
- Experience managing offshore recruiting programs, global hiring partners, or international talent acquisition workflows.
- Experience scaling recruiting operations through major funding rounds, rapid headcount growth, M&A activity, or IPO readiness.
- Experience improving ATS discipline, recruiting dashboards, hiring manager scorecards, executive recruiting reporting, or recruiting operating cadences.
SUCCESS IN THIS ROLE LOOKS LIKE
- Stord’s most critical executive and senior leadership searches are being personally driven with urgency, rigor, and strong market insight.
- Corporate recruiting and global offshore hiring operate with a clear weekly cadence, strong prioritization, accurate pipeline visibility, and measurable accountability.
- Recruiters have clear goals, stronger search strategies, better hiring manager alignment, and consistent performance expectations.
- Hiring leaders view the recruiting function as proactive, credible, data-informed, and highly execution-oriented.
- Recruiting processes are more consistent, scalable, and disciplined without slowing down the pace of hiring.
- The function has a stronger leadership bench, with this role positioned to take on broader strategic TA ownership as Stord continues to scale.
INTRODUCTION
Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures.
ROLE AND RESPONSIBILITIES
The Director, Recruiting & Executive Search is a hands-on recruiting leader responsible for serving as Stord’s lead executive recruiter while driving the day-to-day operating rhythm of the corporate recruiting and global offshore hiring teams. Reporting to the Director of Talent, this role will own recruiting execution across executive search, corporate talent acquisition, and global offshore hiring. The broader Talent organization also includes warehouse staffing and people analytics, which this role will partner with. This is a player-coach role for someone who can personally source, engage, assess, and close senior talent while also managing recruiter performance, hiring manager alignment, pipeline health, process discipline, and recruiting metrics. The ideal candidate is an operator first: someone who can bring structure, urgency, and accountability to a high-growth recruiting environment. Over time, this role has the opportunity to grow into broader strategic Talent Acquisition leadership as the function continues to scale.
What You’ll Do
Lead Executive Recruiting:
- Personally own and drive full-cycle executive and senior leadership searches across critical business areas, including Product, Engineering, Data, Operations, Sales, Marketing, Finance, People, and other strategic functions.
- Serve as the lead executive search partner to senior leaders by bringing market intelligence, role calibration, sourcing strategy, candidate assessment, and closing support to high-impact searches.
- Build targeted sourcing strategies for hard-to-fill leadership roles, ensuring Stord can identify, attract, assess, and close top-tier talent.
- Create a high-quality executive recruiting experience for candidates and hiring teams, balancing speed, rigor, discretion, and strong stakeholder communication.
Drive Recruiting Execution:
- Own the operating cadence for corporate recruiting and global offshore hiring, including requisition prioritization, recruiter workload management, pipeline health, aging requisitions, interview process adherence, and hiring forecast execution.
- Translate company hiring priorities into clear team goals, weekly execution plans, and measurable outcomes.
- Ensure recruiting processes are consistent, efficient, and scalable across corporate and offshore hiring while maintaining a strong candidate and hiring manager experience.
- Proactively identify hiring risks, bottlenecks, process gaps, and capacity constraints, then drive practical solutions to keep business-critical searches moving.
Lead and Develop the Recruiting Team:
- Act as a true player-coach for corporate recruiters and offshore hiring resources, providing coaching, accountability, prioritization, and hands-on support where needed.
- Set clear expectations for recruiter performance, including pipeline generation, hiring manager partnership, process discipline, candidate quality, offer execution, and data hygiene.
- Develop team capability through regular coaching, search strategy reviews, recruiter performance conversations, and improved recruiting playbooks.
- Create a culture of urgency, ownership, and continuous improvement across the recruiting team.
Partner with Business Leaders:
- Serve as a trusted recruiting advisor to executives and hiring managers, helping them define role requirements, calibrate talent profiles, understand market realities, and make effective hiring decisions.
- Partner with leaders to improve interview quality, feedback discipline, candidate evaluation, and offer decision-making.
- Push for clarity and accountability throughout the hiring process, including intake quality, interview alignment, timely feedback, and decisive candidate movement.
- Use data and market insights to help leaders understand tradeoffs around talent availability, compensation, leveling, location, and search timelines.
Oversee Global Offshore Hiring:
- Manage execution for global offshore hiring programs, including partner management, requisition intake, candidate quality, hiring process governance, and service-level expectations.
- Partner with business leaders and offshore vendors to ensure global hiring channels support Stord’s goals around cost, quality, speed, and scalability.
- Continuously improve offshore recruiting operations by refining workflows, reporting, vendor accountability, and role calibration.
- Ensure offshore hiring operates as an integrated part of the broader recruiting function, not as a disconnected external process.
Improve Recruiting Data, Process, and Visibility:
- Use recruiting data to manage team performance, identify process gaps, and provide clear visibility into hiring progress, risks, and outcomes.
- Partner with People Analytics and People Systems to improve reporting, ATS discipline, funnel metrics, source effectiveness, offer acceptance, time-to-fill, and recruiter productivity.
- Build scalable recruiting processes that support continued growth while improving speed, quality, consistency, and accountability.
- Help operationalize Stord’s broader talent acquisition strategy by turning strategic priorities into repeatable recruiting practices, operating rhythms, and measurable results.
BASIC QUALIFICATIONS
- 7+ years of progressive talent acquisition experience, including significant experience in fast-paced, high-growth, technology-driven environments.
- Demonstrated success personally leading full-cycle executive and senior leadership searches.
- Proven experience managing and developing recruiters in a player-coach capacity.
- Strong operational discipline and experience running recruiting cadence, prioritization, funnel management, metrics, process adherence, and team performance.
- Experience supporting corporate hiring across functions such as Product, Engineering, Data, Sales, Marketing, Finance, Operations, People, or G&A.
- Experience partnering directly with executives and senior leaders on role design, search strategy, candidate assessment, market mapping, and closing.
- Strong understanding of recruiting systems, funnel metrics, reporting, and the operational mechanics required to run a high-performing TA function.
- Ability to balance hands-on execution, team leadership, stakeholder management, and process improvement.
- Comfort operating in ambiguity while bringing structure, clarity, and accountability to the recruiting process.
- Exceptional communication, judgment, prioritization, and stakeholder management skills.
PREFERRED QUALIFICATIONS
- Experience recruiting for enterprise software, logistics, supply chain, ecommerce, fulfillment, or technology-enabled operations businesses.
- Experience hiring Product, Engineering, AI, Data Science, Machine Learning, or technical leadership roles during a period of rapid growth.
- Experience managing offshore recruiting programs, global hiring partners, or international talent acquisition workflows.
- Experience scaling recruiting operations through major funding rounds, rapid headcount growth, M&A activity, or IPO readiness.
- Experience improving ATS discipline, recruiting dashboards, hiring manager scorecards, executive recruiting reporting, or recruiting operating cadences.
SUCCESS IN THIS ROLE LOOKS LIKE
- Stord’s most critical executive and senior leadership searches are being personally driven with urgency, rigor, and strong market insight.
- Corporate recruiting and global offshore hiring operate with a clear weekly cadence, strong prioritization, accurate pipeline visibility, and measurable accountability.
- Recruiters have clear goals, stronger search strategies, better hiring manager alignment, and consistent performance expectations.
- Hiring leaders view the recruiting function as proactive, credible, data-informed, and highly execution-oriented.
- Recruiting processes are more consistent, scalable, and disciplined without slowing down the pace of hiring.
- The function has a stronger leadership bench, with this role positioned to take on broader strategic TA ownership as Stord continues to scale.
See all Executive Search Jobs
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Get Access To All JobsTips for Finding Executive Search Jobs
Target retained search firms first
Retained executive search firms, not contingency recruiters, are far more likely to sponsor visas. They operate on longer engagements, justify the investment in sponsorship costs, and treat senior consultants as long-term assets rather than variable headcount.
Position your degree field carefully
H-1B approval for executive search hinges on demonstrating the role requires a specific degree, not just any bachelor's. Frame your background in industrial-organizational psychology, HR management, or organizational behavior to strengthen the specialty occupation argument.
Leverage your bilingual or regional network
Executive search firms with practices in APAC, EMEA, or Latin America actively recruit foreign nationals for language skills and regional expertise. A cross-border network is a genuine business justification that makes sponsorship easier for the employer to defend.
Understand the LCA prevailing wage before negotiating
Your employer must file a Labor Condition Application certifying your salary meets the prevailing wage for your metro area. Understanding the wage tier for your location helps you negotiate from an informed position without triggering a compliance problem for the firm.
Australian nationals should ask about the E-3
The E-3 visa is exclusive to Australian citizens and has no lottery, no annual cap backlog, and allows two-year renewable terms. For executive search roles, the consular process typically takes two to six weeks, far faster than H-1B cap timelines.
Time your job search around H-1B cap season
H-1B cap registrations open in March each year for an October 1 start date. If you're targeting cap-subject employers, begin your job search in January or February so you have an offer in place before the registration window closes.
Frequently Asked Questions
Does executive search qualify as an H-1B specialty occupation?
Yes, but the petition needs to be structured carefully. USCIS requires the role to demand a bachelor's degree in a specific field, not just any degree. Firms typically support the petition with a job description emphasizing competencies tied to organizational psychology, HR strategy, or business administration. Generalist language like 'bachelor's preferred' weakens the case significantly, so the offer letter and LCA should specify the required field explicitly.
Which visa types do executive search firms most commonly sponsor?
H-1B visa is the most common path for non-Australian nationals. Australian citizens are increasingly using the E-3 visa, which skips the lottery entirely and can be processed at a U.S. consulate in two to six weeks. A small number of firms also sponsor O-1A visas for candidates with documented industry recognition, such as major placements, published research on talent markets, or board-level advisory roles.
How can I find executive search firms that sponsor visas?
Migrate Mate is the most direct way to find executive search roles at firms that have an active history of visa sponsorship. Searching broadly and cold-applying to firms with no sponsorship track record is inefficient at the senior level. Firms that regularly sponsor tend to have in-house immigration counsel or established relationships with outside firms, which signals they treat sponsorship as a standard HR process rather than a one-off exception.
Do I need an MBA to get H-1B sponsorship in executive search?
An MBA is not required, but it strengthens the specialty occupation argument considerably. USCIS scrutinizes executive search petitions more than technical roles because the degree requirement isn't industry-standard across all firms. A bachelor's in HR, psychology, or business from an accredited university is generally sufficient, provided the job description is written to require that specific field. Three years of equivalent professional experience can substitute for one year of formal education if your degree field doesn't align cleanly.
What happens to my visa status if I change firms mid-sponsorship?
If you're on an H-1B, you can port to a new employer once the new firm files an H-1B transfer petition with USCIS, you don't need to restart from the lottery if you've already been counted. AC21 portability applies after your I-140 has been approved for 180 days. On an E-3, you need a new LCA and visa stamp from the new employer before you can begin work, which typically means a consular appointment in Australia.
What is the prevailing wage requirement for sponsored Executive Search 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.