Recruiting Manager Jobs in USA with Visa Sponsorship
Recruiting Manager roles qualify for H-1B visa sponsorship as a specialty occupation requiring a bachelor's degree in human resources, business, or a related field. Employers file a Labor Condition Application before sponsoring, and H-1B status runs up to three years, extendable to six. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsGrant Thornton is seeking an Experienced Hire Recruiting Manager (CDD & Value Creation) to join the team. Approved office locations can be found below.
The Opportunity
Grant Thornton Stax is seeking a Manager, CDD & Value Creation Experienced Hire Recruiting to lead experienced-hire recruiting across our Commercial Due Diligence, Strategy and Value Creation businesses.
As a key member of the National Talent Acquisition Team, you will partner and build effective relationships at all levels to ensure an efficient and successful recruitment process. This role is designed for a recruiter who has built strong sourcing, candidate-management and stakeholder-management capabilities and is ready to move from supporting individual searches to leading an experienced-hire recruiting effort for a strategically important part of the business.
Reporting to the Grant Thornton Talent Acquisition Leader, the Manager will work closely with Grant Thornton Stax business leadership, the Grant Thornton Stax Executive Leadership Team and consulting teams to establish hiring goals, translate those goals into recruiting plans, build proactive candidate pipelines and drive candidates from identification through successful hire. The Manager will also oversee external recruiting partners supporting these businesses and connect new hires with Grant Thornton Stax Talent Development for onboarding.
What You'll Do:
Own Experienced-Hire Recruiting for CDD & Value Creation
- Lead experienced-hire recruiting across CDD, Strategy and Value Creation for professional consulting roles for experienced hire recruiting.
- Partner with business leadership to establish annual and ongoing hiring goals by level, capability and priority area.
- Translate hiring goals into actionable recruiting plans, including target profiles, sourcing channels, pipeline requirements and search priorities.
- Maintain an always-on view of the talent market and build pipelines ahead of immediate hiring demand.
- Develop a deep understanding of the experience, capabilities and characteristics required to succeed at Stax.
Build and Manage the Talent Pipeline
- Proactively identify and engage talent from strategy consulting, commercial due diligence, transaction advisory, private-equity-focused consulting and other relevant talent pools.
- Build targeted talent maps around priority levels, capabilities and areas of expertise.
- Use direct sourcing, employee and leadership referrals, Stax alumni and boomerang relationships, professional networks and external recruiting partners to develop the pipeline.
- Cultivate high-potential candidates over time, including individuals who may not be ready to move immediately.
- Provide business leadership with market intelligence on talent availability, competitor activity and pipeline health.
Lead External Recruiting Partners
- Serve as the principal day-to-day partner for external recruiting and search firms supporting CDD and Value Creation experienced hiring.
- Translate Stax hiring priorities into clear mandates, target profiles and search strategies for external partners.
- Establish expectations for candidate quality, responsiveness, market coverage and pipeline development.
- Review search progress and candidate pipelines regularly, provide feedback and redirect efforts where necessary.
- Ensure external recruiters understand the Stax business, consulting model and differentiated talent profiles.
- Help determine when external search support is appropriate versus direct sourcing, referrals, alumni and other recruiting channels.
Partner With Stax Leadership and Consultants
- Build strong working relationships with the Stax ELT, Partners, Managing Directors and consulting leaders to anticipate experienced-hiring needs.
- Partner with business leadership on hiring goals, priorities, progress and trade-offs.
- Engage Stax consultants in candidate identification, referrals, assessment and cultivation.
- Establish clear candidate profiles and assessment criteria by level and help prepare interview teams.
- Drive a disciplined process from candidate identification through screening, interviews, decision, offer and hire.
- Provide leadership with clear visibility into pipeline strength, priority searches, conversion and emerging recruiting challenges.
Deliver a High-Touch Candidate Experience
- Serve as a primary contact for candidates throughout the recruiting process.
- Communicate the Grant Thornton Stax story and help candidates understand our CDD, Strategy and Value Creation businesses, culture and career opportunities.
- Maintain strong candidate engagement, communication and momentum throughout the process.
- Partner with business leaders to cultivate priority candidates and successfully close hires.
- Ensure a consistently strong candidate experience across direct sourcing, referrals and external recruiting channels.
Connect Recruiting Through Onboarding
- Partner closely with Stax Talent Development as candidates transition from accepted offer to Stax employee.
- Create a seamless handoff from recruiting into pre-boarding, onboarding and development.
- Share relevant information about incoming hires’ backgrounds and experience to support effective onboarding.
- Use feedback from onboarding and early employee experience to refine target profiles and recruiting approaches.
Qualifications
- Approximately 5-8 years of recruiting or talent acquisition experience, ideally in management consulting, strategy consulting, professional services, executive search or another high-touch professional talent environment.
- Experience with experienced-hire / lateral recruiting, preferably involving consulting or similarly selective professional talent.
- Demonstrated ability to proactively identify and engage passive candidates rather than relying primarily on inbound applications.
- Experience managing candidates through the full recruiting lifecycle, from identification and outreach through assessment, offer and close.
- Experience working with external recruiting or search firms, including setting expectations and managing partner performance.
- Confidence partnering directly with senior business leaders on hiring goals, needs and priorities.
- Strong candidate judgment and the ability to learn what differentiates high-performing consulting talent.
- Strong relationship-building, communication and organizational skills.
- Ability to manage multiple searches, candidate pipelines, business stakeholders and external partners simultaneously.
- Comfort using recruiting metrics and pipeline data to inform priorities and improve results.
- Bachelor's degree or equivalent experience.
- Management consulting recruiting experience is strongly valued but not required. We are especially interested in someone who wants to become deeply embedded in the business they recruit for and take ownership for building its experienced-talent pipeline.
The base salary range for this position is between $112,000 and $168,000. Placement within the pay range is at Grant Thornton’s discretion, and it is based on multiple factors, including but not limited to, job-related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.
Grant Thornton is seeking an Experienced Hire Recruiting Manager (CDD & Value Creation) to join the team. Approved office locations can be found below.
The Opportunity
Grant Thornton Stax is seeking a Manager, CDD & Value Creation Experienced Hire Recruiting to lead experienced-hire recruiting across our Commercial Due Diligence, Strategy and Value Creation businesses.
As a key member of the National Talent Acquisition Team, you will partner and build effective relationships at all levels to ensure an efficient and successful recruitment process. This role is designed for a recruiter who has built strong sourcing, candidate-management and stakeholder-management capabilities and is ready to move from supporting individual searches to leading an experienced-hire recruiting effort for a strategically important part of the business.
Reporting to the Grant Thornton Talent Acquisition Leader, the Manager will work closely with Grant Thornton Stax business leadership, the Grant Thornton Stax Executive Leadership Team and consulting teams to establish hiring goals, translate those goals into recruiting plans, build proactive candidate pipelines and drive candidates from identification through successful hire. The Manager will also oversee external recruiting partners supporting these businesses and connect new hires with Grant Thornton Stax Talent Development for onboarding.
What You'll Do:
Own Experienced-Hire Recruiting for CDD & Value Creation
- Lead experienced-hire recruiting across CDD, Strategy and Value Creation for professional consulting roles for experienced hire recruiting.
- Partner with business leadership to establish annual and ongoing hiring goals by level, capability and priority area.
- Translate hiring goals into actionable recruiting plans, including target profiles, sourcing channels, pipeline requirements and search priorities.
- Maintain an always-on view of the talent market and build pipelines ahead of immediate hiring demand.
- Develop a deep understanding of the experience, capabilities and characteristics required to succeed at Stax.
Build and Manage the Talent Pipeline
- Proactively identify and engage talent from strategy consulting, commercial due diligence, transaction advisory, private-equity-focused consulting and other relevant talent pools.
- Build targeted talent maps around priority levels, capabilities and areas of expertise.
- Use direct sourcing, employee and leadership referrals, Stax alumni and boomerang relationships, professional networks and external recruiting partners to develop the pipeline.
- Cultivate high-potential candidates over time, including individuals who may not be ready to move immediately.
- Provide business leadership with market intelligence on talent availability, competitor activity and pipeline health.
Lead External Recruiting Partners
- Serve as the principal day-to-day partner for external recruiting and search firms supporting CDD and Value Creation experienced hiring.
- Translate Stax hiring priorities into clear mandates, target profiles and search strategies for external partners.
- Establish expectations for candidate quality, responsiveness, market coverage and pipeline development.
- Review search progress and candidate pipelines regularly, provide feedback and redirect efforts where necessary.
- Ensure external recruiters understand the Stax business, consulting model and differentiated talent profiles.
- Help determine when external search support is appropriate versus direct sourcing, referrals, alumni and other recruiting channels.
Partner With Stax Leadership and Consultants
- Build strong working relationships with the Stax ELT, Partners, Managing Directors and consulting leaders to anticipate experienced-hiring needs.
- Partner with business leadership on hiring goals, priorities, progress and trade-offs.
- Engage Stax consultants in candidate identification, referrals, assessment and cultivation.
- Establish clear candidate profiles and assessment criteria by level and help prepare interview teams.
- Drive a disciplined process from candidate identification through screening, interviews, decision, offer and hire.
- Provide leadership with clear visibility into pipeline strength, priority searches, conversion and emerging recruiting challenges.
Deliver a High-Touch Candidate Experience
- Serve as a primary contact for candidates throughout the recruiting process.
- Communicate the Grant Thornton Stax story and help candidates understand our CDD, Strategy and Value Creation businesses, culture and career opportunities.
- Maintain strong candidate engagement, communication and momentum throughout the process.
- Partner with business leaders to cultivate priority candidates and successfully close hires.
- Ensure a consistently strong candidate experience across direct sourcing, referrals and external recruiting channels.
Connect Recruiting Through Onboarding
- Partner closely with Stax Talent Development as candidates transition from accepted offer to Stax employee.
- Create a seamless handoff from recruiting into pre-boarding, onboarding and development.
- Share relevant information about incoming hires’ backgrounds and experience to support effective onboarding.
- Use feedback from onboarding and early employee experience to refine target profiles and recruiting approaches.
Qualifications
- Approximately 5-8 years of recruiting or talent acquisition experience, ideally in management consulting, strategy consulting, professional services, executive search or another high-touch professional talent environment.
- Experience with experienced-hire / lateral recruiting, preferably involving consulting or similarly selective professional talent.
- Demonstrated ability to proactively identify and engage passive candidates rather than relying primarily on inbound applications.
- Experience managing candidates through the full recruiting lifecycle, from identification and outreach through assessment, offer and close.
- Experience working with external recruiting or search firms, including setting expectations and managing partner performance.
- Confidence partnering directly with senior business leaders on hiring goals, needs and priorities.
- Strong candidate judgment and the ability to learn what differentiates high-performing consulting talent.
- Strong relationship-building, communication and organizational skills.
- Ability to manage multiple searches, candidate pipelines, business stakeholders and external partners simultaneously.
- Comfort using recruiting metrics and pipeline data to inform priorities and improve results.
- Bachelor's degree or equivalent experience.
- Management consulting recruiting experience is strongly valued but not required. We are especially interested in someone who wants to become deeply embedded in the business they recruit for and take ownership for building its experienced-talent pipeline.
The base salary range for this position is between $112,000 and $168,000. Placement within the pay range is at Grant Thornton’s discretion, and it is based on multiple factors, including but not limited to, job-related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.
See all 4,086+ Recruiting Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Recruiting Manager roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Recruiting Manager
Frame your HR credentials around specialty occupation
USCIS requires that your degree field directly relates to recruiting management. A generalist business degree alone can trigger a Request for Evidence, so document how your coursework maps to talent acquisition, workforce planning, or organizational behavior.
Target employers with active LCA filing histories
Recruiting Manager roles at companies that have already filed Labor Condition Applications for HR positions signal an established sponsorship process. Use Migrate Mate to search employers with verified LCA filing history by role and location before you apply.
Distinguish internal from agency recruiting roles
Corporate in-house Recruiting Manager positions are far more likely to yield H-1B sponsorship than staffing agency roles, where the business model depends on headcount flexibility. Focus your outreach on employers with dedicated talent acquisition teams and HR business partners.
Verify prevailing wage tier before the offer stage
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your location and role level. Run your job title and metro area through the OFLC Wage Search to know which wage tier your offer needs to hit before negotiating.
Align your job description to O*NET for the PERM process
If your sponsoring employer pursues a green card, PERM labor certification requires duties that match the O*NET occupation profile for Recruiting Managers. Ask HR to review your job description against O*NET during offer negotiations, not after onboarding.
Clarify H-1B portability rules when changing employers
If you're already in H-1B status, you can start with a new employer once your new I-129 petition is filed with USCIS. There's no waiting period between jobs, but your new employer must file before you stop working for your current one.
Frequently Asked Questions
Does a Recruiting Manager role qualify as a specialty occupation for H-1B purposes?
Yes, provided the employer requires at least a bachelor's degree in a directly related field such as human resources, business administration, or organizational psychology. USCIS scrutinizes HR roles more than engineering roles, so employers need to show the degree requirement is a genuine business necessity, not a preference, in the job description and LCA.
Which visa types realistically cover Recruiting Manager roles?
H-1B is the primary path, subject to an annual cap and selection process. Australian nationals can use the E-3 visa, which has a separate cap and no lottery. Chilean and Singaporean nationals may qualify for the H-1B1 visa. TN visa is not available for Recruiting Manager roles because that occupation is not on the USMCA profession list. A green card via EB-2 or EB-3 is also possible after initial sponsorship.
How do I find Recruiting Manager jobs where employers are open to sponsorship?
Migrate Mate lists employers with verified LCA filing history for HR and recruiting roles, so you can focus on companies that have sponsored similar positions before rather than guessing from a job description. Filtering by role type and metro area helps you prioritize outreach to hiring managers who already understand the sponsorship process.
Will a master's degree in HR improve my H-1B sponsorship chances as a Recruiting Manager?
It improves two things. First, it strengthens the specialty occupation argument because a graduate degree signals a tighter connection between your credentials and the role. Second, petitions with a U.S. master's degree or higher are eligible for the advanced degree cap pool, giving your registration an additional selection chance in the H-1B annual process.
Can a staffing agency sponsor my H-1B for a Recruiting Manager role?
Staffing agencies can file H-1B petitions, but USCIS applies additional scrutiny to third-party placements to confirm an employer-employee relationship exists. For a Recruiting Manager role, an internal corporate position with direct supervision, set deliverables, and a fixed worksite is a much cleaner sponsorship case than an agency-to-client arrangement.
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.