Head Of Talent Jobs in USA with Visa Sponsorship
Head of Talent roles qualify for H-1B visa and O-1 visa sponsorship when the position requires a bachelor's degree or higher in human resources, organizational psychology, or a related field. Employers in tech, consulting, and high-growth startups sponsor most frequently. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsAbout Titan
Titan is an award-winning wealth manager with a mission to increase our generation’s compound growth rate. We plan to do this by putting a human wealth advisor in every pocket. Historically, wealth managers have been accessible to only the ultra-wealthy. With Titan, they’re available to everyone. We harness frontier technologies like artificial intelligence to build a platform that gives advisors superpowers, enabling them to serve clients they historically never could. Backed by a16z, General Catalyst, Sam Altman, and many others, we manage over $1 billion in assets for clients across the country.
Why Join Titan
For the right person, we believe Titan will be one of the most rewarding jobs they ever have.
- Ambitious Vision: When we put private wealth management in every pocket, we’ll make a legacy-defining impact in growing our generation’s wealth to new heights.
- Critical Why Now: The advent of LLMs unlocks our vision to democratize personalized wealth management for everyone. This drives our urgency every day.
- Disproportionate Impact: We’re still at the beginning of our journey with a small team, which means your impact at Titan will disproportionately matter.
- Vibrant In-Person Culture: We thrive on being a high-touch team, working together in the trenches in person (you’ll see our founders in office every day).
- Compensation: Titan offers competitive cash compensation and well-above-market equity packages because we want every team member to be an owner.
- World-Class Investors: We’re backed by top investors who share our bold vision, including a16z, General Catalyst, Y Combinator, and Sam Altman.
Role Overview
The Head of Talent is the most important hire Titan makes this year. Your mission is to own everything talent from the first outreach message to the signed offer letter, across every function we hire for: Engineering, Product, Design, Marketing, Advisory, and anything else that comes up. This isn't a "manage the function" role. You will be in the work, every day.
You'll operate as both architect and operator: building the systems, processes, and pipelines that fuel Titan's growth while personally running full-cycle searches across all open roles. You have the instincts of a seasoned recruiter, the strategic clarity of a talent leader, and the scrappiness of someone who's never needed a team beneath them to get great work done.
As Head of Talent, you will:
- Own Titan's entire talent function: strategy, process, execution, and candidate experience.
- Partner with the CEO and every hiring manager across the company to define what great looks like, then go find it.
- Establish a recruiting culture defined by speed, rigor, and genuine care for candidates.
- Be the player and the coach.
This is not a coordination role. This is a high-ownership seat with real accountability. You'll be expected to:
- Run full-cycle recruitment across all functions.
- Source elite passive talent through creative, multi-channel tactics: LinkedIn Recruiter, GitHub, technical communities, sourcing platforms, and your own network.
- Build and own Titan's recruiting infrastructure: ATS, scorecards, structured interviews, offer templates, and reporting.
- Lead compensation benchmarking and structure competitive offers using tools like Pave and Levels.fyi.
- Drive the closing process: build real candidate relationships, navigate competing offers, and get to yes.
- Track and report on the metrics that matter: time to fill, pipeline health, offer acceptance rate, source of hire, and quality of hire.
- Develop Titan's employer brand and candidate-facing presence: job descriptions, LinkedIn, careers page.
- Build long-term talent pipelines and relationships across all functions, even when there's no active role.
- Manage any external partners or agencies with clear expectations and performance standards.
Qualifications
- Full-Cycle Ownership: 5+ years of full-cycle in-house recruiting experience, with demonstrated ability to run searches independently from kick-off to close.
- Technical Recruiting Chops: You've recruited for Engineering, Product, and/or Design roles. You can hold a real conversation with a hiring manager about tech stacks, system design, and what makes an exceptional engineer.
- Hands-On Sourcer: Deep familiarity with Boolean logic, LinkedIn Recruiter, and non-traditional sourcing channels. You know how to find people who aren't looking.
- High-Velocity Execution: Proven ability to manage multiple open searches simultaneously without sacrificing quality, candidate experience, or your own sanity.
- Builder Mentality: You've built recruiting processes from scratch, or significantly improved broken ones. You don't wait to be handed a playbook.
- Closer: You have a track record of winning competitive searches. You know how to read a candidate and bring them home.
- Data-Driven: You track what matters and use it to make better decisions. You can benchmark comp, report on pipeline health, and make a clear case to leadership.
- Startup Experience: You've thrived in a fast-moving, resource-constrained environment. Ideally you've been the first or only recruiter at a high-growth tech company.
Compensation Range: $200K - $250K
About Titan
Titan is an award-winning wealth manager with a mission to increase our generation’s compound growth rate. We plan to do this by putting a human wealth advisor in every pocket. Historically, wealth managers have been accessible to only the ultra-wealthy. With Titan, they’re available to everyone. We harness frontier technologies like artificial intelligence to build a platform that gives advisors superpowers, enabling them to serve clients they historically never could. Backed by a16z, General Catalyst, Sam Altman, and many others, we manage over $1 billion in assets for clients across the country.
Why Join Titan
For the right person, we believe Titan will be one of the most rewarding jobs they ever have.
- Ambitious Vision: When we put private wealth management in every pocket, we’ll make a legacy-defining impact in growing our generation’s wealth to new heights.
- Critical Why Now: The advent of LLMs unlocks our vision to democratize personalized wealth management for everyone. This drives our urgency every day.
- Disproportionate Impact: We’re still at the beginning of our journey with a small team, which means your impact at Titan will disproportionately matter.
- Vibrant In-Person Culture: We thrive on being a high-touch team, working together in the trenches in person (you’ll see our founders in office every day).
- Compensation: Titan offers competitive cash compensation and well-above-market equity packages because we want every team member to be an owner.
- World-Class Investors: We’re backed by top investors who share our bold vision, including a16z, General Catalyst, Y Combinator, and Sam Altman.
Role Overview
The Head of Talent is the most important hire Titan makes this year. Your mission is to own everything talent from the first outreach message to the signed offer letter, across every function we hire for: Engineering, Product, Design, Marketing, Advisory, and anything else that comes up. This isn't a "manage the function" role. You will be in the work, every day.
You'll operate as both architect and operator: building the systems, processes, and pipelines that fuel Titan's growth while personally running full-cycle searches across all open roles. You have the instincts of a seasoned recruiter, the strategic clarity of a talent leader, and the scrappiness of someone who's never needed a team beneath them to get great work done.
As Head of Talent, you will:
- Own Titan's entire talent function: strategy, process, execution, and candidate experience.
- Partner with the CEO and every hiring manager across the company to define what great looks like, then go find it.
- Establish a recruiting culture defined by speed, rigor, and genuine care for candidates.
- Be the player and the coach.
This is not a coordination role. This is a high-ownership seat with real accountability. You'll be expected to:
- Run full-cycle recruitment across all functions.
- Source elite passive talent through creative, multi-channel tactics: LinkedIn Recruiter, GitHub, technical communities, sourcing platforms, and your own network.
- Build and own Titan's recruiting infrastructure: ATS, scorecards, structured interviews, offer templates, and reporting.
- Lead compensation benchmarking and structure competitive offers using tools like Pave and Levels.fyi.
- Drive the closing process: build real candidate relationships, navigate competing offers, and get to yes.
- Track and report on the metrics that matter: time to fill, pipeline health, offer acceptance rate, source of hire, and quality of hire.
- Develop Titan's employer brand and candidate-facing presence: job descriptions, LinkedIn, careers page.
- Build long-term talent pipelines and relationships across all functions, even when there's no active role.
- Manage any external partners or agencies with clear expectations and performance standards.
Qualifications
- Full-Cycle Ownership: 5+ years of full-cycle in-house recruiting experience, with demonstrated ability to run searches independently from kick-off to close.
- Technical Recruiting Chops: You've recruited for Engineering, Product, and/or Design roles. You can hold a real conversation with a hiring manager about tech stacks, system design, and what makes an exceptional engineer.
- Hands-On Sourcer: Deep familiarity with Boolean logic, LinkedIn Recruiter, and non-traditional sourcing channels. You know how to find people who aren't looking.
- High-Velocity Execution: Proven ability to manage multiple open searches simultaneously without sacrificing quality, candidate experience, or your own sanity.
- Builder Mentality: You've built recruiting processes from scratch, or significantly improved broken ones. You don't wait to be handed a playbook.
- Closer: You have a track record of winning competitive searches. You know how to read a candidate and bring them home.
- Data-Driven: You track what matters and use it to make better decisions. You can benchmark comp, report on pipeline health, and make a clear case to leadership.
- Startup Experience: You've thrived in a fast-moving, resource-constrained environment. Ideally you've been the first or only recruiter at a high-growth tech company.
Compensation Range: $200K - $250K
See all 22+ Head Of Talent jobs
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Get Access To All JobsTips for Finding Head Of Talent Jobs
Frame the role as a specialty occupation
USCIS scrutinizes HR leadership roles for specialty occupation status. Emphasize that the position requires a specific degree in human resources, industrial-organizational psychology, or business, not just any bachelor's degree, in your application materials.
Target companies with a sponsorship track record
Tech companies, management consulting firms, and venture-backed startups sponsor Head of Talent roles most consistently. Filtering by employers who have filed H-1B LCAs in prior years significantly improves your chances of landing a sponsoring offer.
Highlight measurable talent outcomes in your resume
Sponsoring employers expect senior-level impact. Quantify results: hiring velocity improved, attrition rates reduced, employer brand rankings gained. Concrete metrics make the specialty occupation argument easier for immigration counsel to support.
Understand the O-1A as a fallback pathway
If you missed the H-1B lottery, the O-1A visa is available year-round with no cap. Heads of Talent with industry recognition, publications, or board memberships may qualify, and approval timelines can be faster than the standard H-1B route.
Align your degree field to the job description
A degree in a tangentially related field, like general business, can weaken an H-1B petition for this role. Ask your prospective employer's immigration attorney to review the job description before it's posted to strengthen the specialty occupation foundation.
Negotiate sponsorship into the offer early
Sponsorship discussions are easier before an offer is extended than after. Raising it early signals professionalism, gives legal teams time to assess feasibility, and avoids delays if the employer needs to engage outside immigration counsel for the first time.
Head Of Talent jobs are hiring across the US. Find yours.
Find Head Of Talent JobsFrequently Asked Questions
Can a Head of Talent role qualify as a specialty occupation for H-1B purposes?
Yes, but it requires careful framing. USCIS expects the position to normally require a bachelor's degree in a specific field, human resources, organizational psychology, or industrial-organizational psychology, not just any degree. Generic HR leadership roles that accept any major can face RFEs. The job description and employer's recruitment history both factor into the analysis.
Which visa types do employers typically use to sponsor Heads of Talent?
H-1B is the most common pathway, filed by the employer and subject to the annual cap and lottery. O-1A is an alternative for candidates with demonstrated extraordinary ability, such as speaking at major HR conferences, publishing research, or holding leadership roles in professional associations. L-1A applies if you're transferring from a foreign affiliate of a U.S. company into a senior people leadership role.
What degree do I need to get sponsored as a Head of Talent?
A bachelor's degree or higher in human resources, organizational psychology, business administration with an HR concentration, or a closely related field is standard. A general business or unrelated degree can complicate the H-1B petition unless paired with substantial specialized experience. Some employers will accept equivalent experience under the 3-for-1 rule, though this adds complexity to the petition.
How do I find Head of Talent roles where employers are open to visa sponsorship?
Most job postings don't prominently flag sponsorship willingness, which makes filtering difficult on general platforms. Migrate Mate is built specifically for this, every role listed is from an employer open to visa sponsorship, so you can focus on applying rather than screening. Filtering by role seniority and industry helps narrow to the employers most likely to have immigration infrastructure already in place.
Are approval rates for H-1B petitions in HR leadership roles lower than in tech?
Historically, yes. HR and people operations roles face higher RFE rates than software engineering or quantitative fields because specialty occupation status is less straightforward to establish. Approval rates improve significantly when the petition includes a detailed explanation of why the role requires a specific degree, supported by industry wage data and the employer's internal job architecture documentation.
What is the prevailing wage requirement for sponsored Head Of Talent 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.
See which Head Of Talent employers are hiring and sponsoring visas right now.
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