Executive Talent Acquisition Manager Jobs in USA with Visa Sponsorship
Executive Talent Acquisition Manager roles attract H-1B and O-1 visa sponsorship from large enterprises and staffing firms that treat recruiting leadership as a specialty occupation. Employers typically require a bachelor's degree in human resources, business, or a related field, and most petitions clear USCIS without significant issues. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Work with a nationally ranked CPA and advisory firm that is passionate for what's next. Aprio has 30 U.S. office locations, one in the Philippines and more than 2,100 team members that speak 60+ languages across the globe. By bringing together proven expertise, deep understanding, and strategic foresight for fast-growing industries, Aprio ensures clients are prepared for wherever life or business may take them. Discover a top-rated culture, vast growth opportunities and your next big career move with Aprio.
Join Aprio's Executive Talent Acquisition team and you will help clients maximize their opportunities. Aprio Advisory Group, LLC is a progressive, fast-growing firm looking for a Executive Talent Acquisition Manager to join their dynamic team.
Responsibilities:
Full Life Cycle Recruitment
- Manage end-to-end recruitment for executive level roles, including intake meetings, job postings, screening, interviewing, and offer negotiation.
- Collaborate with hiring managers to define role requirements and develop recruitment strategies.
- Ensure a smooth and timely hiring process aligned with Aprio’s standards and a focus on candidate experience.
Sourcing Strategy & Execution
- Proactively source candidates through LinkedIn, job boards, social media, referrals, and other creative channels.
- Build and maintain talent pipelines for current and future hiring needs across U.S. business units.
- Conduct initial outreach and screening to assess candidate fit.
Collaboration & Stakeholder Engagement
- Partner with U.S.-based Talent Acquisition Advisors and hiring managers to understand role requirements and sourcing priorities.
- Participate in intake calls and strategy sessions with U.S. hiring teams.
- Provide regular updates on sourcing progress and market insights.
Candidate Experience
- Ensure timely and professional communication with all candidates.
- Represent Aprio’s employer brand in all candidate interactions, with sensitivity to U.S. cultural and professional norms.
Systems & Reporting
- Maintain accurate candidate records in Lever (ATS).
- Track sourcing and recruiting metrics and contribute to continuous improvement efforts.
MINIMUM QUALIFICATIONS
To be considered for this role, candidates must meet the following minimum qualifications:
- At least five years of experience in full lifecycle recruiting or talent sourcing at the executive level, specifically within public accounting or professional services.
- Strong understanding and proven ability to source executive talent using sourcing tools and techniques, including but not limited to Boolean search methods and the use of LinkedIn Recruiter.
- Demonstrated experience in managing the entire recruitment process, from the initial intake phase through to extending offers.
- Familiarity with applicant tracking systems, with a preference for experience using Lever.
- Excellent communication and interpersonal skills.
- Strong organizational skills, self-motivation, and the capacity to handle multiple priorities simultaneously.
The salary range for this opportunity is stated above. As such, an actual salary may fall closer to one or the other end of the range, and in certain circumstances, may wind up being outside of the listed salary range. The application window is anticipated to close on April 30th and may be extended as needed.
WHY WORK FOR APRIO:
Whether you are just starting out, looking to advance into management or searching for your next leadership role, Aprio offers an opportunity to grow with a future-focused, innovative firm.
Perks/Benefits we offer for full-time team members:
- Medical, Dental, and Vision Insurance on the first day of employment
- Flexible Spending Account and Dependent Care Account
- 401k with Profit Sharing
- 9+ holidays and discretionary time off structure
- Parental Leave – coverage for both primary and secondary caregivers
- Tuition Assistance Program and CPA support program with cash incentive upon completion
- Discretionary incentive compensation based on firm, group and individual performance
- Incentive compensation related to origination of new client sales
- Top rated wellness program
- Flexible working environment including remote and hybrid options
WHAT’S IN IT FOR YOU:
- Working with an industry leader: Be part of a high-growth firm that is passionate for what’s next.
- An awesome culture: Thirty-one fundamental behaviors guide our culture every day ensuring we always deliver an exceptional team-member and client experience. We call it the Aprio Way. This shared mindset creates lasting relationships between team members and with clients.
- A great team: Work with a high-energy, passionate, caring and ambitious team of professionals in a collaborative culture.
- Entrepreneurship: Have the freedom to innovate and bring your ideas to help us grow to become the CPA firm of choice nationally.
- Growth opportunities: Grow professionally in an environment that fosters continuous learning and advancement.
- Competitive compensation: You will be rewarded with competitive compensation, industry-leading benefits and a flexible work environment to enjoy work/life balance.
EQUAL OPPORTUNITY EMPLOYER
Aprio is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex; pregnancy; sexual orientation; gender identity and/or expression; age; disability; genetic information, citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.
Aprio, LLP and Aprio Advisory Group, LLC, operate in an alternative business structure, with Aprio Advisory Group, LLC providing non-attest tax and consulting services, and Aprio, LLP providing CPA firm services.
INTRODUCTION
Work with a nationally ranked CPA and advisory firm that is passionate for what's next. Aprio has 30 U.S. office locations, one in the Philippines and more than 2,100 team members that speak 60+ languages across the globe. By bringing together proven expertise, deep understanding, and strategic foresight for fast-growing industries, Aprio ensures clients are prepared for wherever life or business may take them. Discover a top-rated culture, vast growth opportunities and your next big career move with Aprio.
Join Aprio's Executive Talent Acquisition team and you will help clients maximize their opportunities. Aprio Advisory Group, LLC is a progressive, fast-growing firm looking for a Executive Talent Acquisition Manager to join their dynamic team.
Responsibilities:
Full Life Cycle Recruitment
- Manage end-to-end recruitment for executive level roles, including intake meetings, job postings, screening, interviewing, and offer negotiation.
- Collaborate with hiring managers to define role requirements and develop recruitment strategies.
- Ensure a smooth and timely hiring process aligned with Aprio’s standards and a focus on candidate experience.
Sourcing Strategy & Execution
- Proactively source candidates through LinkedIn, job boards, social media, referrals, and other creative channels.
- Build and maintain talent pipelines for current and future hiring needs across U.S. business units.
- Conduct initial outreach and screening to assess candidate fit.
Collaboration & Stakeholder Engagement
- Partner with U.S.-based Talent Acquisition Advisors and hiring managers to understand role requirements and sourcing priorities.
- Participate in intake calls and strategy sessions with U.S. hiring teams.
- Provide regular updates on sourcing progress and market insights.
Candidate Experience
- Ensure timely and professional communication with all candidates.
- Represent Aprio’s employer brand in all candidate interactions, with sensitivity to U.S. cultural and professional norms.
Systems & Reporting
- Maintain accurate candidate records in Lever (ATS).
- Track sourcing and recruiting metrics and contribute to continuous improvement efforts.
MINIMUM QUALIFICATIONS
To be considered for this role, candidates must meet the following minimum qualifications:
- At least five years of experience in full lifecycle recruiting or talent sourcing at the executive level, specifically within public accounting or professional services.
- Strong understanding and proven ability to source executive talent using sourcing tools and techniques, including but not limited to Boolean search methods and the use of LinkedIn Recruiter.
- Demonstrated experience in managing the entire recruitment process, from the initial intake phase through to extending offers.
- Familiarity with applicant tracking systems, with a preference for experience using Lever.
- Excellent communication and interpersonal skills.
- Strong organizational skills, self-motivation, and the capacity to handle multiple priorities simultaneously.
The salary range for this opportunity is stated above. As such, an actual salary may fall closer to one or the other end of the range, and in certain circumstances, may wind up being outside of the listed salary range. The application window is anticipated to close on April 30th and may be extended as needed.
WHY WORK FOR APRIO:
Whether you are just starting out, looking to advance into management or searching for your next leadership role, Aprio offers an opportunity to grow with a future-focused, innovative firm.
Perks/Benefits we offer for full-time team members:
- Medical, Dental, and Vision Insurance on the first day of employment
- Flexible Spending Account and Dependent Care Account
- 401k with Profit Sharing
- 9+ holidays and discretionary time off structure
- Parental Leave – coverage for both primary and secondary caregivers
- Tuition Assistance Program and CPA support program with cash incentive upon completion
- Discretionary incentive compensation based on firm, group and individual performance
- Incentive compensation related to origination of new client sales
- Top rated wellness program
- Flexible working environment including remote and hybrid options
WHAT’S IN IT FOR YOU:
- Working with an industry leader: Be part of a high-growth firm that is passionate for what’s next.
- An awesome culture: Thirty-one fundamental behaviors guide our culture every day ensuring we always deliver an exceptional team-member and client experience. We call it the Aprio Way. This shared mindset creates lasting relationships between team members and with clients.
- A great team: Work with a high-energy, passionate, caring and ambitious team of professionals in a collaborative culture.
- Entrepreneurship: Have the freedom to innovate and bring your ideas to help us grow to become the CPA firm of choice nationally.
- Growth opportunities: Grow professionally in an environment that fosters continuous learning and advancement.
- Competitive compensation: You will be rewarded with competitive compensation, industry-leading benefits and a flexible work environment to enjoy work/life balance.
EQUAL OPPORTUNITY EMPLOYER
Aprio is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex; pregnancy; sexual orientation; gender identity and/or expression; age; disability; genetic information, citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.
Aprio, LLP and Aprio Advisory Group, LLC, operate in an alternative business structure, with Aprio Advisory Group, LLC providing non-attest tax and consulting services, and Aprio, LLP providing CPA firm services.
How to Get Visa Sponsorship as an Executive Talent Acquisition Manager
Position your role as a specialty occupation
H-1B approval depends on demonstrating that the position requires a specific bachelor's degree, not just any degree. Frame your role around strategic workforce planning, organizational psychology, or HR management to strengthen the specialty occupation argument.
Target enterprises with established immigration infrastructure
Large corporations in finance, technology, healthcare, and consulting routinely sponsor executive HR roles and have in-house immigration counsel. These employers move faster, make fewer mistakes, and carry more credibility with USCIS than first-time sponsors.
Document the executive scope of your responsibilities
USCIS scrutinizes HR titles more than most. Evidence that you lead teams, own budget, set hiring strategy, and report to the C-suite separates an executive role from a generalist one and supports both specialty occupation and O-1 petitions.
Consider O-1A if you have industry recognition
Published articles, speaking engagements, awards, or a track record of building talent functions at notable companies can support an O-1A petition. This bypasses the H-1B lottery entirely and suits senior professionals with a demonstrable record of achievement.
Get the LCA right before your job offer finalizes
Your employer files the Labor Condition Application with the Department of Labor before submitting your H-1B petition. Ensure the job title, duties, and worksite on the LCA exactly match your offer letter to avoid costly amendments later.
Browse sponsoring employers on Migrate Mate
Not every company that posts executive HR roles will sponsor visas. Migrate Mate filters specifically for visa-sponsoring employers so you spend time applying to companies already prepared to file a petition, not those who will decline at the offer stage.
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Get Access To All JobsFrequently Asked Questions
Does an Executive Talent Acquisition Manager role qualify as a specialty occupation for H-1B purposes?
Yes, in most cases. USCIS has approved H-1B petitions for senior talent acquisition roles where the employer requires a bachelor's degree in human resources, business administration, industrial-organizational psychology, or a closely related field. The key is demonstrating that the role demands specialized knowledge, not just general recruiting experience. Vague job descriptions that accept any bachelor's degree regardless of field have been denied, so the petition needs to be precise about degree requirements.
What visa options exist beyond the H-1B for this role?
The O-1A is worth exploring if you have a strong professional record. Criteria include high compensation relative to peers, media coverage, published work, judging others in the field, or critical roles at distinguished organizations. Senior talent acquisition leaders who have built recruiting functions at well-known companies often meet multiple criteria. The L-1A is another path if you're transferring within a multinational company in a managerial capacity, which executive TA roles frequently satisfy.
How do I find employers who will actually sponsor an H-1B for this role?
Migrate Mate is built specifically for this. The platform surfaces executive HR and talent acquisition roles at employers who have a documented history of visa sponsorship, so you're not guessing which companies are open to it. Many large enterprises in tech, finance, and healthcare sponsor regularly but don't advertise it prominently in job postings, making a filtered job board far more efficient than a general search.
Does my degree field matter for H-1B approval in talent acquisition?
It matters significantly. USCIS looks for a direct relationship between your degree and the job duties. A degree in human resources management, organizational behavior, business administration, or industrial-organizational psychology maps cleanly to executive talent acquisition work. A degree in an unrelated field, even combined with years of experience, creates risk. If your degree field doesn't match closely, an immigration attorney can argue relevance through coursework, but this adds complexity to the petition.
Are H-1B approvals for HR and talent acquisition roles affected by increased USCIS scrutiny?
HR-related occupations have historically received more Requests for Evidence than engineering or accounting roles because USCIS has questioned whether they require a specific degree. Executive-level TA roles with clearly defined strategic responsibilities fare better than generalist titles. Strong supporting documentation, including an employer support letter that details the complexity and specialization required, significantly improves approval odds. Working with an experienced immigration attorney for these petitions is advisable.
What is the prevailing wage requirement for sponsored Executive Talent Acquisition Manager 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.
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