Recruiting Manager Jobs in USA with Visa Sponsorship
Recruiting Manager roles attract H-1B visa sponsorship from staffing firms, tech companies, and large enterprises with dedicated talent acquisition teams. Most openings require a bachelor's degree in HR or a related field, and employers typically file under SOC code 11-3121 for Human Resources Managers. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
ABOUT THIS ROLE:
As the Technical Recruiting Manager at Crusoe, you will be a key driver of our technical talent strategy during a period of rapid growth. You’ll lead a team of recruiters and sourcers focused on attracting top-tier technical talent while partnering closely with recruiting operations to ensure scalable and efficient processes.
This is a hands-on leadership role that blends team management with operational rigor. You'll help mature our recruiting infrastructure—including optimizing our ATS, tracking and improving recruiter performance, and scaling best-in-class recruiting practices. Your work will directly influence our ability to meet aggressive hiring targets while upholding a high bar for talent and candidate experience.
WHAT YOU’LL BE WORKING ON:
- Manage, mentor, and develop a high-performing technical recruiting team.
- Partner with recruiting operations to streamline workflows, tools, and systems.
- Drive full-cycle recruiting strategies that align with company growth goals.
- Collaborate with engineering and technical leadership to understand and prioritize hiring needs.
- Monitor recruiter performance, provide coaching, and optimize for efficiency and impact.
- Stay current on market trends, compensation benchmarks, and talent movement within the tech industry.
- Continuously identify opportunities to improve sourcing strategies, interview processes, and hiring practices.
WHAT YOU’LL BRING TO THE TEAM:
- Significant experience in a technical recruiting leadership role, ideally within a high-growth tech environment.
- Proven success managing technical recruiters and/or sourcers.
- Hands-on expertise with applicant tracking systems and recruiting technologies.
- Strong understanding of recruiting KPIs and experience using data to drive decisions.
- Ability to build trusted relationships with technical and executive stakeholders.
- A track record of improving recruiting processes, tools, and operational efficiency.
BONUS POINTS:
- Start-up or scale-up experience, especially in high-growth or technical environments.
- Deep knowledge of recruiting tools and automation platforms.
- Prior experience partnering closely with recruiting operations or managing hybrid teams.
BENEFITS:
- Industry competitive pay
- Restricted Stock Units in a fast growing, well-funded technology company
- Health insurance package options that include HDHP and PPO, vision, and dental for you and your dependents
- Employer contributions to HSA accounts
- Paid Parental Leave
- Paid life insurance, short-term and long-term disability
- Teladoc
- 401(k) with a 100% match up to 4% of salary
- Generous paid time off and holiday schedule
- Cell phone reimbursement
- Tuition reimbursement
- Subscription to the Calm app
- MetLife Legal
- Company paid commuter benefit; $300/month
COMPENSATION RANGE
Compensation will be paid in the range of $139,000 -$168,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.
INTRODUCTION
Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
ABOUT THIS ROLE:
As the Technical Recruiting Manager at Crusoe, you will be a key driver of our technical talent strategy during a period of rapid growth. You’ll lead a team of recruiters and sourcers focused on attracting top-tier technical talent while partnering closely with recruiting operations to ensure scalable and efficient processes.
This is a hands-on leadership role that blends team management with operational rigor. You'll help mature our recruiting infrastructure—including optimizing our ATS, tracking and improving recruiter performance, and scaling best-in-class recruiting practices. Your work will directly influence our ability to meet aggressive hiring targets while upholding a high bar for talent and candidate experience.
WHAT YOU’LL BE WORKING ON:
- Manage, mentor, and develop a high-performing technical recruiting team.
- Partner with recruiting operations to streamline workflows, tools, and systems.
- Drive full-cycle recruiting strategies that align with company growth goals.
- Collaborate with engineering and technical leadership to understand and prioritize hiring needs.
- Monitor recruiter performance, provide coaching, and optimize for efficiency and impact.
- Stay current on market trends, compensation benchmarks, and talent movement within the tech industry.
- Continuously identify opportunities to improve sourcing strategies, interview processes, and hiring practices.
WHAT YOU’LL BRING TO THE TEAM:
- Significant experience in a technical recruiting leadership role, ideally within a high-growth tech environment.
- Proven success managing technical recruiters and/or sourcers.
- Hands-on expertise with applicant tracking systems and recruiting technologies.
- Strong understanding of recruiting KPIs and experience using data to drive decisions.
- Ability to build trusted relationships with technical and executive stakeholders.
- A track record of improving recruiting processes, tools, and operational efficiency.
BONUS POINTS:
- Start-up or scale-up experience, especially in high-growth or technical environments.
- Deep knowledge of recruiting tools and automation platforms.
- Prior experience partnering closely with recruiting operations or managing hybrid teams.
BENEFITS:
- Industry competitive pay
- Restricted Stock Units in a fast growing, well-funded technology company
- Health insurance package options that include HDHP and PPO, vision, and dental for you and your dependents
- Employer contributions to HSA accounts
- Paid Parental Leave
- Paid life insurance, short-term and long-term disability
- Teladoc
- 401(k) with a 100% match up to 4% of salary
- Generous paid time off and holiday schedule
- Cell phone reimbursement
- Tuition reimbursement
- Subscription to the Calm app
- MetLife Legal
- Company paid commuter benefit; $300/month
COMPENSATION RANGE
Compensation will be paid in the range of $139,000 -$168,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.
See all 987+ Recruiting Manager jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a Recruiting Manager
Target employers with in-house recruiting teams
Large companies with dedicated talent acquisition functions are far more likely to sponsor Recruiting Managers than small businesses. Firms that hire recruiters at scale already understand the visa process and have HR infrastructure to support it.
Emphasize specialized recruiting expertise
Generalist recruiting experience is harder to sponsor than a niche specialty. Positioning yourself as an expert in technical recruiting, executive search, or a specific industry strengthens the specialty occupation argument USCIS evaluates during H-1B adjudication.
Confirm your degree aligns with the role
USCIS expects a direct connection between your degree field and the job duties. A degree in Human Resources, Business Administration, or Organizational Psychology supports a Recruiting Manager petition far more cleanly than an unrelated field of study.
Understand the H-1B lottery timeline before you apply
H-1B registration opens in March for an October 1 start date. If you receive a job offer, confirm whether the employer will file in the upcoming cap season or pursue a cap-exempt alternative before accepting any offer contingent on sponsorship.
Ask about cap-exempt employer options
Universities, nonprofit research institutions, and government research organizations are exempt from the H-1B annual cap. Recruiting Manager roles at these employers can be filed any time of year, bypassing the lottery entirely and significantly reducing uncertainty.
Document your management responsibilities clearly
USCIS scrutinizes HR roles because the degree requirement is not always obvious. Petition support letters should specify that the role requires managing complex recruiting operations, not just administrative tasks, to satisfy the specialty occupation standard.
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Find Recruiting Manager JobsFrequently Asked Questions
Can a Recruiting Manager role qualify as a specialty occupation for H-1B sponsorship?
Yes, but it requires careful documentation. USCIS classifies Recruiting Manager under SOC code 11-3121, which typically requires a bachelor's degree in Human Resources, Business, or a related field. The petition must show the role involves complex judgment and specialized knowledge, not just administrative coordination. Employers with prior approved H-1B filings for similar roles have a stronger track record to reference.
What degree do I need for an employer to sponsor me as a Recruiting Manager?
A bachelor's degree in Human Resources, Business Administration, Psychology, or a closely related field is the standard expectation. Some employers accept degrees in Communications or Sociology if the coursework aligns with organizational behavior or workforce management. A degree in an unrelated field makes the petition harder to approve and may require additional evidence, such as transcripts showing relevant coursework.
How do I find Recruiting Manager jobs that offer visa sponsorship?
Migrate Mate is the most direct way to find Recruiting Manager roles where employers have a documented history of sponsoring work visas. Filtering by sponsorship willingness upfront saves significant time compared to applying broadly and asking about sponsorship later, when it can derail an otherwise strong candidacy.
Are there visa options for Recruiting Managers outside the H-1B lottery?
Yes. If you have an outstanding record of achievement in talent acquisition or HR leadership, the O-1A visa is worth exploring. Cap-exempt employers, including universities and qualifying nonprofits, can file H-1B petitions year-round without lottery exposure. Canadian and Mexican citizens may also qualify for TN status under the USMCA if the role meets the applicable occupational criteria.
How do H-1B approval rates look for HR Manager roles specifically?
Approval rates for Human Resources Manager petitions are generally lower than for STEM roles because USCIS scrutinizes whether the position genuinely requires a specialized degree. Requests for Evidence are more common in this category. Employers who clearly document that the role demands specialized expertise, and who have approved precedent petitions on file, tend to see significantly better outcomes.
What is the prevailing wage requirement for sponsored Recruiting 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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