Performance Engineer Jobs in USA with Visa Sponsorship
Performance engineers are strong H-1B visa candidates, the role consistently qualifies as a specialty occupation requiring a bachelor's degree in computer science, mechanical engineering, or a related field. Employers across cloud infrastructure, automotive, and semiconductor sectors actively sponsor this title. For detailed occupation requirements, see the O*NET profile.
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The Expert Network is Intuit's largest and most complex people organization, spanning full-time, SelectTime, and seasonal employees across multiple incentive plans, performance programs, and business segments. As the organization's scale and strategic ambition grows, so does the need for a dedicated leader to ensure that business strategy is reliably translated into measurable performance expectations — and that those expectations are tracked, rated, and connected to compensation outcomes with consistency and accountability.
The Performance & Incentive Operations Leader is a newly created role within the Service Delivery Group, established as part of a broader Expert Network Governance Framework for performance and compensation programs. This leader owns the end-to-end performance measurement infrastructure: from partnering with Service Delivery leaders to define what 'good' looks like in each role, to driving the build of the dashboards and frameworks that give managers real-time visibility, to maintaining the source-of-truth documentation that anchors every governance and payout decision. Compensation administration (calculation and payout execution) sits separately; this role is the upstream engine that makes that administration possible.
Responsibilities
What You'll Do
Translate Business Strategy into Measurable Performance Frameworks
- Partner with Service Delivery leaders across Expert Network Service Delivery organizations to define role-specific KPIs that reflect current business priorities — including productivity, quality, adoption, and revenue contribution
- Work with the Compensation Business Partner, HR Business Partner & Finance to determine which KPIs should be directly tied to incentive payouts, ensuring alignment between performance expectations and compensation design
- Establish bonus qualifiers, metric weightings, and ratings thresholds calibrated to each role's responsibilities and expected outcomes
- Oversee the process by which in-season performance data is translated into proposed ratings
Own the Living Record and Drive Governance Operating Rhythm
- Build and maintain authoritative documentation for all Expert Network incentive programs — including plan design documents, eligibility lists, performance metric frameworks, and the history of approved amendments
- Serve as the integration point between approved governance decisions and operational execution, ensuring that documentation accurately reflects what has been ratified and serves as the source of truth for audit purposes
- Support the governance body — which includes Service Delivery Leaders, Total Rewards, HRBP, and Finance — by bringing structured proposals, clear documentation, and operational analysis to each governance checkpoint
- Propose and track improvements to the E2E process flow across all five workstreams: Design & Approval, Talent Acquisition alignment, In-Season Tracking, EoS Ratings, and Bonus Administration
Define Performance Tracking Requirements and Enable Reporting
- Define the business requirements for what needs to be tracked and how performance data should be structured, then translate those requirements into clear specifications for the technology and analytics teams who build and maintain the underlying tools and dashboards
- Act as the accountable business owner for performance reporting — ensuring that what gets built reflects the right metrics, surfaces the right signals, and gives managers the visibility they need to act before end-of-season ratings cycles
- Identify gaps in current data availability or tracking fidelity and partner with the right teams to close them over time
Qualifications
What You'll Bring
- 7+ years of experience in compensation operations, sales operations, HR operations, or a closely related field — with demonstrated ownership of performance measurement or incentive program management
- Strong ability to translate ambiguous business goals into structured, measurable KPI frameworks — you are as comfortable in a whiteboard session with business leaders as you are building a tracking model
- Experience partnering across Finance, HR, and business stakeholders on programs with significant operational and financial stakes
- Proficiency with performance and workforce tools (experience with Workday, Salesforce-based ICM tools, or similar systems a plus)
- Strong data literacy and ability to define clear reporting requirements — you know what questions the business needs to answer and can translate that into specifications for the teams who build the tools
- Exceptional documentation discipline; you understand that a well-maintained source of truth is a strategic asset
- Excellent judgment about when to escalate and when to resolve — you are a steady, reliable operational presence in a complex environment
- Ability to operate strategically in a fast-paced, seasonal environment — you can zoom out to see the bigger picture while staying on top of the operational details that keep programs running
- Experience in a large, multi-workforce or seasonal workforce environment is a strong plus
Compensation
- The expected base pay range for this position is:
San Diego $196,000 - $265,000
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs. Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
Overview
The Expert Network is Intuit's largest and most complex people organization, spanning full-time, SelectTime, and seasonal employees across multiple incentive plans, performance programs, and business segments. As the organization's scale and strategic ambition grows, so does the need for a dedicated leader to ensure that business strategy is reliably translated into measurable performance expectations — and that those expectations are tracked, rated, and connected to compensation outcomes with consistency and accountability.
The Performance & Incentive Operations Leader is a newly created role within the Service Delivery Group, established as part of a broader Expert Network Governance Framework for performance and compensation programs. This leader owns the end-to-end performance measurement infrastructure: from partnering with Service Delivery leaders to define what 'good' looks like in each role, to driving the build of the dashboards and frameworks that give managers real-time visibility, to maintaining the source-of-truth documentation that anchors every governance and payout decision. Compensation administration (calculation and payout execution) sits separately; this role is the upstream engine that makes that administration possible.
Responsibilities
What You'll Do
Translate Business Strategy into Measurable Performance Frameworks
- Partner with Service Delivery leaders across Expert Network Service Delivery organizations to define role-specific KPIs that reflect current business priorities — including productivity, quality, adoption, and revenue contribution
- Work with the Compensation Business Partner, HR Business Partner & Finance to determine which KPIs should be directly tied to incentive payouts, ensuring alignment between performance expectations and compensation design
- Establish bonus qualifiers, metric weightings, and ratings thresholds calibrated to each role's responsibilities and expected outcomes
- Oversee the process by which in-season performance data is translated into proposed ratings
Own the Living Record and Drive Governance Operating Rhythm
- Build and maintain authoritative documentation for all Expert Network incentive programs — including plan design documents, eligibility lists, performance metric frameworks, and the history of approved amendments
- Serve as the integration point between approved governance decisions and operational execution, ensuring that documentation accurately reflects what has been ratified and serves as the source of truth for audit purposes
- Support the governance body — which includes Service Delivery Leaders, Total Rewards, HRBP, and Finance — by bringing structured proposals, clear documentation, and operational analysis to each governance checkpoint
- Propose and track improvements to the E2E process flow across all five workstreams: Design & Approval, Talent Acquisition alignment, In-Season Tracking, EoS Ratings, and Bonus Administration
Define Performance Tracking Requirements and Enable Reporting
- Define the business requirements for what needs to be tracked and how performance data should be structured, then translate those requirements into clear specifications for the technology and analytics teams who build and maintain the underlying tools and dashboards
- Act as the accountable business owner for performance reporting — ensuring that what gets built reflects the right metrics, surfaces the right signals, and gives managers the visibility they need to act before end-of-season ratings cycles
- Identify gaps in current data availability or tracking fidelity and partner with the right teams to close them over time
Qualifications
What You'll Bring
- 7+ years of experience in compensation operations, sales operations, HR operations, or a closely related field — with demonstrated ownership of performance measurement or incentive program management
- Strong ability to translate ambiguous business goals into structured, measurable KPI frameworks — you are as comfortable in a whiteboard session with business leaders as you are building a tracking model
- Experience partnering across Finance, HR, and business stakeholders on programs with significant operational and financial stakes
- Proficiency with performance and workforce tools (experience with Workday, Salesforce-based ICM tools, or similar systems a plus)
- Strong data literacy and ability to define clear reporting requirements — you know what questions the business needs to answer and can translate that into specifications for the teams who build the tools
- Exceptional documentation discipline; you understand that a well-maintained source of truth is a strategic asset
- Excellent judgment about when to escalate and when to resolve — you are a steady, reliable operational presence in a complex environment
- Ability to operate strategically in a fast-paced, seasonal environment — you can zoom out to see the bigger picture while staying on top of the operational details that keep programs running
- Experience in a large, multi-workforce or seasonal workforce environment is a strong plus
Compensation
- The expected base pay range for this position is:
San Diego $196,000 - $265,000
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs. Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
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Get Access To All JobsTips for Finding Visa Sponsorship as a Performance Engineer
Frame your degree field precisely
Performance engineering sits at the intersection of systems, software, and hardware. On your H-1B petition, your degree field should directly map to the technical domain of the role, computer science for software performance, mechanical or electrical engineering for hardware-focused positions.
Target employers with active LCA history
Companies with prior Labor Condition Application filings for performance engineer titles are far more likely to sponsor again. Established sponsors have internal processes in place, which shortens your timeline significantly and reduces the risk of an employer backing out mid-process.
Quantify your performance impact in applications
Visa officers and employers both want specificity. Highlight measurable outcomes, latency reductions, throughput improvements, or infrastructure cost savings. Concrete numbers make your petition stronger and differentiate your profile from other candidates in the H-1B specialty occupation review.
Identify whether the role is cap-subject or cap-exempt
Universities, nonprofit research organizations, and government-affiliated employers are cap-exempt, meaning you can start immediately without waiting for October 1. Performance engineering roles at these institutions are worth prioritizing if you're on a tight OPT or grace period timeline.
Use OPT STEM extension strategically
Performance engineering typically qualifies for the STEM OPT 24-month extension, giving you up to three years of work authorization after graduation. This buys two additional H-1B lottery cycles if you're not selected in your first attempt, a meaningful buffer for a competitive role.
Build your profile around system-level ownership
Employers sponsoring performance engineers want candidates who own outcomes, not just run benchmarks. Highlighting experience with profiling tools, bottleneck diagnosis, and cross-functional optimization signals the seniority that justifies the cost and complexity of visa sponsorship for this title.
Frequently Asked Questions
Does a performance engineer role qualify for H-1B sponsorship?
Yes, performance engineering consistently qualifies as an H-1B visa specialty occupation. USCIS looks for a direct relationship between the degree field and the job duties. Roles focused on software performance typically require computer science or software engineering degrees; hardware or systems-level roles map better to electrical or mechanical engineering backgrounds. A well-drafted petition makes this connection explicit.
What degree do I need for a performance engineer visa sponsorship?
Most performance engineer positions require at least a bachelor's degree in computer science, computer engineering, electrical engineering, or a closely related technical field. The key is that the degree must align with the specific duties of the role. Generalist degrees without a technical focus can weaken an H-1B petition, so employers often specify the field in the job description to support the specialty occupation argument.
How competitive is the H-1B lottery for performance engineers?
The H-1B lottery applies equally regardless of job title, approximately 85,000 slots are available annually against several hundred thousand registrations, resulting in roughly a 25% selection rate in recent cycles. However, cap-exempt employers bypass the lottery entirely. If you hold a master's degree from a U.S. institution, you also enter the advanced degree pool first, which gives you a statistical edge before the general pool draw.
Can I find performance engineer jobs with visa sponsorship on Migrate Mate?
Yes. Migrate Mate specifically filters for roles that offer visa sponsorship, so every listing you see is from an employer open to sponsoring. You can browse performance engineer postings directly and filter by visa type, which removes the guesswork of cold-applying to companies that may not sponsor. It's built for candidates who need sponsorship, not a general job board where sponsorship is buried in fine print.
Does years of experience substitute for a degree in a performance engineer H-1B petition?
Potentially, but it requires careful documentation. USCIS allows three years of relevant work experience to substitute for one year of a bachelor's degree. For a four-year degree requirement, that means 12 years of progressively responsible experience in a relevant field. This path works but draws more scrutiny than a straightforward degree-based petition, and the experience must be formally evaluated by a credentials assessment service.
What is the prevailing wage requirement for sponsored Performance Engineer 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.