Talent Acquisition Intern Jobs in USA with Visa Sponsorship
Talent Acquisition Intern roles are entry-level HR positions that can qualify for H-1B visa or OPT sponsorship when tied to a Human Resources, Business, or Psychology degree. Employers in staffing, tech, and consulting are the most active sponsors for this role. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Want to help pets live their best lives? We’re proud to be where the pets go and where the pet people go. If you want to make a real difference, create an exciting career path, feel welcome to be your whole self and nurture your wellbeing, Petco is the place for you. Our core values capture that spirit as we work to improve lives by doing what’s right for pets and people.
- Pet First – Protect & Empower. All pets should Live their Best Life. We put the needs of pets and pet parents at the center of everything we do.
- Foster the Fun – Connect & Bond. Our Passion for pets brings us together! We celebrate the journey of pet parenthood through district experiences, products, and services.
- Let’s Go! Own & Commit. We are stronger as One Petco team. We bring our unique superpowers and champion authenticity in everyone to drive success.
ABOUT PETCO
We’re proud to be "where the pets go" to find everything they need to live their best lives for more than 60 years — from their favorite meals and toys, to trusted supplies and expert support from people who get it, because we live it. We believe in the universal truths of pet parenthood — the boundless boops, missing slippers, late night zoomies and everything in between. And we’re here for it. Every tail wag, every vet visit, every step of the way. We are 29,000+ strong and together we nurture the pet-human bond in more than 1,500 Petco stores across the U.S., Mexico and Puerto Rico, 250+ Vetco Total Care hospitals, hundreds of preventive care clinics and eight distribution centers. In 1999, we founded Petco Love. Together, we support thousands of local animal welfare groups nationwide and have helped find homes for approximately 7 million animals through in-store adoption events.
ROLE AND RESPONSIBILITIES
Director, Recruitment Marketing and Employer Brand
Leads the enterprise strategy, development and execution of employer brand, recruitment marketing and top of funnel candidate programs.
Essential Job Functions:
- Owns the enterprise employer brand and employee value proposition (EVP) strategy, ensuring alignment with business priorities, workforce plans, and target talent segments.
- Leads the research, development, and execution of employer brand and recruitment marketing strategies to strengthen brand awareness, improve candidate attraction, and support hiring outcomes.
- Activities include:
- identifying target prospective employees and sources for candidates for employment;
- developing the company’s employer brand, employee value proposition, marketing themes, and media channels that align with target prospective employee demographics (e.g., company website, social media, publications, e-mail, face-to-face, etc.);
- developing and implementing employer marketing strategies (e.g., events, advertising, e-mail, online and in-store promotions, etc.);
- overseeing the development and distribution of employer marketing materials, messages and content (e.g., print, video, digital);
- monitoring and reporting on the effectiveness of employer marketing programs, campaigns and tactics.
- Responsible for the planning and management of employer brand promotion and recruiting events including large national conferences, regional conferences and local/campus hiring events.
- Develops and manages budgets, approves expenditures and provides status reports to management.
- Develops and implements programs to track and communicate to prospective employees using customer relationship management (CRM) software.
- Manages company’s CMS and career website. Activities include CMS vendor management, site planning, design, implementation and content development and updates, and coordinating with marketing staff to ensure content is consistent with other company communications. Tracks website traffic and provides reports based on KPIs.
- Establishes and maintains relationships with recruitment platform vendors and other external partners to help amplify (i.e., promote) and position the company’s employer brand among key talent.
BASIC QUALIFICATIONS
- Bachelor’s degree in Marketing, Communications, Human Resources, Business, or a related field; advanced degree or relevant certifications preferred.
- 10+ years of progressive experience in recruitment marketing, employer branding, talent acquisition marketing, or related functions, including 3+ years in a people-leader or enterprise leadership role.
- Proven experience building and executing recruitment marketing and employer brand strategies at scale across multiple business segments, geographies, and high-volume and hard-to-fill roles.
- Demonstrated expertise in day-to-day recruitment marketing execution, including campaign management, content strategy, channel activation (career sites, social, job distribution, email/nurture, events), paid/search and social media, and vendor/agency oversight.
- Strong analytics and insights background, with hands-on ownership of Recruitment Marketing Insights & Analytics and CRM analytics; ability to translate multi-source data into clear, actionable strategies for TA leaders and executives.
- Experience leveraging CRM and ATS platforms (e.g., Phenom, Workday, or similar) to drive talent community engagement, pipeline conversion, and closed-loop optimization.
- Proven ability to lead and develop high-performing teams, including recruitment marketing, employer brand, sourcing, or event management functions, with a focus on execution excellence, collaboration and continuous improvement.
- Experience designing and executing partner and employer brand events (career fairs, university partnerships, industry conferences, internal summits, and community activations), including budget ownership and ROI measurement.
- Strong cross-functional leadership skills with demonstrated success partnering with Talent Acquisition, HR, Marketing, Corporate Communications, Operations, Hiring Managers and external partners.
- Executive-level communication and storytelling skills, with the ability to present insights, performance trends, and strategic recommendations to senior leaders with data and clear outcomes/actions.
- Highly organized, data-driven, and comfortable operating in a fast-paced, transformation-oriented environment with competing priorities.
LOCATION
Location: 654 Richland Hills Drive, San Antonio, TX 78245-2149 United States
LI-AT2
CORP
For a more detailed overview of Petco Total Rewards, including health and financial benefits, 401K, incentives, and PTO - see https://careers.petco.com/us/en/key-benefits
Petco Animal Supplies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or any other protected classification.
INTRODUCTION
Want to help pets live their best lives? We’re proud to be where the pets go and where the pet people go. If you want to make a real difference, create an exciting career path, feel welcome to be your whole self and nurture your wellbeing, Petco is the place for you. Our core values capture that spirit as we work to improve lives by doing what’s right for pets and people.
- Pet First – Protect & Empower. All pets should Live their Best Life. We put the needs of pets and pet parents at the center of everything we do.
- Foster the Fun – Connect & Bond. Our Passion for pets brings us together! We celebrate the journey of pet parenthood through district experiences, products, and services.
- Let’s Go! Own & Commit. We are stronger as One Petco team. We bring our unique superpowers and champion authenticity in everyone to drive success.
ABOUT PETCO
We’re proud to be "where the pets go" to find everything they need to live their best lives for more than 60 years — from their favorite meals and toys, to trusted supplies and expert support from people who get it, because we live it. We believe in the universal truths of pet parenthood — the boundless boops, missing slippers, late night zoomies and everything in between. And we’re here for it. Every tail wag, every vet visit, every step of the way. We are 29,000+ strong and together we nurture the pet-human bond in more than 1,500 Petco stores across the U.S., Mexico and Puerto Rico, 250+ Vetco Total Care hospitals, hundreds of preventive care clinics and eight distribution centers. In 1999, we founded Petco Love. Together, we support thousands of local animal welfare groups nationwide and have helped find homes for approximately 7 million animals through in-store adoption events.
ROLE AND RESPONSIBILITIES
Director, Recruitment Marketing and Employer Brand
Leads the enterprise strategy, development and execution of employer brand, recruitment marketing and top of funnel candidate programs.
Essential Job Functions:
- Owns the enterprise employer brand and employee value proposition (EVP) strategy, ensuring alignment with business priorities, workforce plans, and target talent segments.
- Leads the research, development, and execution of employer brand and recruitment marketing strategies to strengthen brand awareness, improve candidate attraction, and support hiring outcomes.
- Activities include:
- identifying target prospective employees and sources for candidates for employment;
- developing the company’s employer brand, employee value proposition, marketing themes, and media channels that align with target prospective employee demographics (e.g., company website, social media, publications, e-mail, face-to-face, etc.);
- developing and implementing employer marketing strategies (e.g., events, advertising, e-mail, online and in-store promotions, etc.);
- overseeing the development and distribution of employer marketing materials, messages and content (e.g., print, video, digital);
- monitoring and reporting on the effectiveness of employer marketing programs, campaigns and tactics.
- Responsible for the planning and management of employer brand promotion and recruiting events including large national conferences, regional conferences and local/campus hiring events.
- Develops and manages budgets, approves expenditures and provides status reports to management.
- Develops and implements programs to track and communicate to prospective employees using customer relationship management (CRM) software.
- Manages company’s CMS and career website. Activities include CMS vendor management, site planning, design, implementation and content development and updates, and coordinating with marketing staff to ensure content is consistent with other company communications. Tracks website traffic and provides reports based on KPIs.
- Establishes and maintains relationships with recruitment platform vendors and other external partners to help amplify (i.e., promote) and position the company’s employer brand among key talent.
BASIC QUALIFICATIONS
- Bachelor’s degree in Marketing, Communications, Human Resources, Business, or a related field; advanced degree or relevant certifications preferred.
- 10+ years of progressive experience in recruitment marketing, employer branding, talent acquisition marketing, or related functions, including 3+ years in a people-leader or enterprise leadership role.
- Proven experience building and executing recruitment marketing and employer brand strategies at scale across multiple business segments, geographies, and high-volume and hard-to-fill roles.
- Demonstrated expertise in day-to-day recruitment marketing execution, including campaign management, content strategy, channel activation (career sites, social, job distribution, email/nurture, events), paid/search and social media, and vendor/agency oversight.
- Strong analytics and insights background, with hands-on ownership of Recruitment Marketing Insights & Analytics and CRM analytics; ability to translate multi-source data into clear, actionable strategies for TA leaders and executives.
- Experience leveraging CRM and ATS platforms (e.g., Phenom, Workday, or similar) to drive talent community engagement, pipeline conversion, and closed-loop optimization.
- Proven ability to lead and develop high-performing teams, including recruitment marketing, employer brand, sourcing, or event management functions, with a focus on execution excellence, collaboration and continuous improvement.
- Experience designing and executing partner and employer brand events (career fairs, university partnerships, industry conferences, internal summits, and community activations), including budget ownership and ROI measurement.
- Strong cross-functional leadership skills with demonstrated success partnering with Talent Acquisition, HR, Marketing, Corporate Communications, Operations, Hiring Managers and external partners.
- Executive-level communication and storytelling skills, with the ability to present insights, performance trends, and strategic recommendations to senior leaders with data and clear outcomes/actions.
- Highly organized, data-driven, and comfortable operating in a fast-paced, transformation-oriented environment with competing priorities.
LOCATION
Location: 654 Richland Hills Drive, San Antonio, TX 78245-2149 United States
LI-AT2
CORP
For a more detailed overview of Petco Total Rewards, including health and financial benefits, 401K, incentives, and PTO - see https://careers.petco.com/us/en/key-benefits
Petco Animal Supplies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or any other protected classification.
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Get Access To All JobsTips for Finding Visa Sponsorship as a Talent Acquisition Intern
Target employers with established HR functions
Large tech companies, staffing agencies, and consulting firms sponsor Talent Acquisition Interns far more often than small businesses. They have dedicated immigration teams and standard processes for converting interns to full-time sponsored hires.
Frame your degree as the qualifying credential
H-1B specialty occupation approval requires a direct link between your degree and the role. A Human Resources, Business, Organizational Psychology, or Industrial-Organizational Psychology degree strengthens your petition significantly against USCIS scrutiny.
Start OPT paperwork before your internship begins
If you're on F-1 status, Curricular Practical Training or OPT is typically how you'll work legally as an intern. CPT requires enrollment and advisor approval before your start date, so initiate that process at least four to six weeks early.
Clarify sponsorship intent before accepting an offer
Ask directly whether the employer sponsors H-1B petitions for former interns and what their conversion rate looks like. Internships that rarely convert to full-time roles are unlikely to lead to long-term visa sponsorship regardless of performance.
Document your specialized work for future petitions
Track the specific recruiting systems, sourcing methodologies, and HR tools you use during the internship. Detailed documentation of specialized work strengthens a future H-1B petition by demonstrating the role requires more than general business skills.
Understand the H-1B cap timeline relative to your internship
H-1B registrations open each March for an October 1 start date. If your internship ends in summer and your OPT expires before October, you and your employer need to plan for a cap-gap period or alternative status bridge.
Frequently Asked Questions
Can a Talent Acquisition Intern role qualify as an H-1B specialty occupation?
It can, but it's not guaranteed. USCIS requires the position to normally require a bachelor's degree in a specific field, not just any degree. A Talent Acquisition Intern role tied to Human Resources, Industrial-Organizational Psychology, or a directly related field holds up better than a generic business internship. Job duties focused on competency-based sourcing, behavioral assessment design, or HR analytics are stronger than administrative recruiting tasks.
Do most employers sponsor Talent Acquisition Interns for visas?
Sponsorship at the intern stage is uncommon. Most employers handle intern work authorization through OPT or CPT and only sponsor H-1B visa petitions after converting the intern to a full-time role. Large employers in tech, consulting, and enterprise staffing are the most likely to have structured intern-to-hire pipelines that include sponsorship. You can browse Talent Acquisition Intern roles from verified sponsoring employers on Migrate Mate.
What visa options are available if I want to work as a Talent Acquisition Intern on an F-1 student visa?
F-1 students have two main options. Curricular Practical Training allows you to work during your degree if the internship is tied to your program. Optional Practical Training gives you 12 months of work authorization after graduation, extendable to 36 months for STEM-adjacent fields. Human Resources itself is not a STEM designation, so most HR interns receive a standard 12-month OPT period.
Does my degree field affect sponsorship approval for this role?
Yes, significantly. USCIS scrutinizes Talent Acquisition roles because the connection between a specific degree and the job is less obvious than in engineering or medicine. A degree in Human Resources Management, Industrial-Organizational Psychology, or Organizational Behavior creates the clearest specialty occupation argument. A general Business Administration degree can work but may require a more detailed support letter from the employer explaining why the specific degree is required.
What are realistic H-1B approval odds for a Talent Acquisition role?
USCIS does not publish approval rates by job title, but HR and business-category petitions face higher rates of Requests for Evidence than technical roles. That said, petitions with a specific degree requirement, documented specialized duties, and a prevailing wage LCA from the employer are approved regularly. Working with an experienced immigration attorney and ensuring the job description clearly establishes specialty occupation status improves outcomes substantially.
What is the prevailing wage requirement for sponsored Talent Acquisition Intern 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.