Technical Recruiter Jobs in USA with Visa Sponsorship
Technical Recruiter roles qualify as specialty occupations under H-1B visa, E-3 visa, and H-1B1 visas, requiring a bachelor's degree in human resources, business, or a related field. Employers filing LCAs for this role routinely sponsor international candidates, making it a viable target for visa-sponsored job seekers with the right credentials. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsUS Mobile is building the future of wireless communication. The goal: one unified network open to any person and any device, worldwide. Connection without walls.
We’re getting there by empowering customers. All three major networks on one phone and one plan, plus home internet from Starlink. No lock-in. No commitments. Custom fit plans at every price point. 24/7 customer support with real people, empowered to help. We get real-time feedback from Reddit, surveys, and customer support informing product roadmaps and everything we do. It’s working — we’re The Wirecutter’s favorite cellular carrier, and Consumer Reports has named us the top-rated mobile carrier two years in a row.
And we’re building innovative systems that scale. A network agnostic tech stack. Agile, cross-functional teams built on trust and mutual respect. This work isn’t for everyone. If you work fast, flexibly, and collaboratively — without compromising standards — we want to hear from you.
We’re rebuilding our brand from the ground up. A new identity, bold campaigns, and a world-class digital experience that will support our expansion into new markets and help make US Mobile a household name.
The Role:
Reporting to the Talent Manager, we are hiring a Technical Recruiter to own hiring for Engineering and Product Design as US Mobile scales quickly. You will partner directly with engineering managers, design leaders and executives to define roles, build pipelines and close exceptional people. We are scaling quickly, so you will work fast, build process where none exists, and have real influence on how we hire.
What You'll Do:
- Run full-cycle recruiting for Engineering and Product Design, from intake to offer acceptance
- Partner with hiring managers to define role requirements, scorecards, leveling and interview plans
- Source passive talent through LinkedIn, GitHub, design portfolios, communities and referrals, and run outreach that gets replies
- Screen candidates for technical and design fit, and explain our stack and product work credibly to them
- Coordinate structured interview loops, including technical assessments, system design and portfolio reviews
- Close candidates: manage compensation conversations, handle competing offers, and sell the mission
- Keep the ATS clean and report on pipeline health, time to hire and source effectiveness
- Improve candidate experience and help build employer brand for technical and design audiences
What We're Looking For:
You do not need to match every point. You do not need to do these jobs, only to know them well enough to recruit for them.
Core Experience:
- 7+ years of technical recruiting experience, in-house at a startup or high-growth company, and at a technical agency
- Proven track record hiring Engineering talent and Product Design talent, ideally at Senior, Staff and Lead levels
- Experience partnering with hiring managers to define roles, run interview processes and close candidates
- Comfort in a fast-paced, ambiguous environment, wearing multiple hats and building process as you go
- Strong communication and stakeholder skills: able to advise engineering leaders and executives and push back when needed
- Self-starter who delivers high-leverage results with minimal oversight
Engineering Recruiting:
- Has hired backend engineers working with Java and Spring Boot, or Python (Flask, Django), and can tell a strong profile from a keyword match
- Familiar with REST APIs, asynchronous messaging (RabbitMQ, AWS SQS/SNS), NoSQL databases such as MongoDB, and CI/CD and agile practices
- Has hired frontend engineers working with React, TypeScript and CSS, including React Native for mobile, and understands accessibility and cross-platform work
- Has recruited for engineering leadership: tech leads, staff or principal engineers and engineering managers
- Understands how engineers use AI-assisted development tools (Claude, Opencode) and can assess candidates on it
Product Design Recruiting:
- Has hired Product Designers (3+ years experience level and up) for consumer technology, fintech or platform products
- Can evaluate portfolios and case studies for visual and interaction design, information architecture and UX, and understands design systems and 0-to-1 shipping
- Can explain pros and cons of ideas based on research and user data, and can run a design interview loop with portfolio presentations and critiques
Tools and Process:
- Strong sourcing skills on LinkedIn Recruiter, GitHub and design communities
- Experience with an ATS and with structured interviewing, scorecards and hiring metrics
Nice to Have:
- Experience recruiting across multiple locations or countries, such as the US, Canada, and the UK+
- Experience in telecom, fintech or consumer subscription companies
- Experience building recruiting process or employer brand at a company scaling from Series A or B
- Experience using AI tools in recruiting workflows, such as sourcing, screening and outreach
Benefits and Perks:
- Competitive Salary (NYC ONLY base $115k - 145k)
- Gym reimbursement
- Commute reimbursement
- Flexible working hours
- Subsidized health benefits (Medical, Dental, Vision)
- Professional development stipend
- Flexible time off
- Cell phone service (up to $100/mo)
Think you're a fit?? Apply to learn more!!
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
US Mobile is building the future of wireless communication. The goal: one unified network open to any person and any device, worldwide. Connection without walls.
We’re getting there by empowering customers. All three major networks on one phone and one plan, plus home internet from Starlink. No lock-in. No commitments. Custom fit plans at every price point. 24/7 customer support with real people, empowered to help. We get real-time feedback from Reddit, surveys, and customer support informing product roadmaps and everything we do. It’s working — we’re The Wirecutter’s favorite cellular carrier, and Consumer Reports has named us the top-rated mobile carrier two years in a row.
And we’re building innovative systems that scale. A network agnostic tech stack. Agile, cross-functional teams built on trust and mutual respect. This work isn’t for everyone. If you work fast, flexibly, and collaboratively — without compromising standards — we want to hear from you.
We’re rebuilding our brand from the ground up. A new identity, bold campaigns, and a world-class digital experience that will support our expansion into new markets and help make US Mobile a household name.
The Role:
Reporting to the Talent Manager, we are hiring a Technical Recruiter to own hiring for Engineering and Product Design as US Mobile scales quickly. You will partner directly with engineering managers, design leaders and executives to define roles, build pipelines and close exceptional people. We are scaling quickly, so you will work fast, build process where none exists, and have real influence on how we hire.
What You'll Do:
- Run full-cycle recruiting for Engineering and Product Design, from intake to offer acceptance
- Partner with hiring managers to define role requirements, scorecards, leveling and interview plans
- Source passive talent through LinkedIn, GitHub, design portfolios, communities and referrals, and run outreach that gets replies
- Screen candidates for technical and design fit, and explain our stack and product work credibly to them
- Coordinate structured interview loops, including technical assessments, system design and portfolio reviews
- Close candidates: manage compensation conversations, handle competing offers, and sell the mission
- Keep the ATS clean and report on pipeline health, time to hire and source effectiveness
- Improve candidate experience and help build employer brand for technical and design audiences
What We're Looking For:
You do not need to match every point. You do not need to do these jobs, only to know them well enough to recruit for them.
Core Experience:
- 7+ years of technical recruiting experience, in-house at a startup or high-growth company, and at a technical agency
- Proven track record hiring Engineering talent and Product Design talent, ideally at Senior, Staff and Lead levels
- Experience partnering with hiring managers to define roles, run interview processes and close candidates
- Comfort in a fast-paced, ambiguous environment, wearing multiple hats and building process as you go
- Strong communication and stakeholder skills: able to advise engineering leaders and executives and push back when needed
- Self-starter who delivers high-leverage results with minimal oversight
Engineering Recruiting:
- Has hired backend engineers working with Java and Spring Boot, or Python (Flask, Django), and can tell a strong profile from a keyword match
- Familiar with REST APIs, asynchronous messaging (RabbitMQ, AWS SQS/SNS), NoSQL databases such as MongoDB, and CI/CD and agile practices
- Has hired frontend engineers working with React, TypeScript and CSS, including React Native for mobile, and understands accessibility and cross-platform work
- Has recruited for engineering leadership: tech leads, staff or principal engineers and engineering managers
- Understands how engineers use AI-assisted development tools (Claude, Opencode) and can assess candidates on it
Product Design Recruiting:
- Has hired Product Designers (3+ years experience level and up) for consumer technology, fintech or platform products
- Can evaluate portfolios and case studies for visual and interaction design, information architecture and UX, and understands design systems and 0-to-1 shipping
- Can explain pros and cons of ideas based on research and user data, and can run a design interview loop with portfolio presentations and critiques
Tools and Process:
- Strong sourcing skills on LinkedIn Recruiter, GitHub and design communities
- Experience with an ATS and with structured interviewing, scorecards and hiring metrics
Nice to Have:
- Experience recruiting across multiple locations or countries, such as the US, Canada, and the UK+
- Experience in telecom, fintech or consumer subscription companies
- Experience building recruiting process or employer brand at a company scaling from Series A or B
- Experience using AI tools in recruiting workflows, such as sourcing, screening and outreach
Benefits and Perks:
- Competitive Salary (NYC ONLY base $115k - 145k)
- Gym reimbursement
- Commute reimbursement
- Flexible working hours
- Subsidized health benefits (Medical, Dental, Vision)
- Professional development stipend
- Flexible time off
- Cell phone service (up to $100/mo)
Think you're a fit?? Apply to learn more!!
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
See all 4,131+ Technical Recruiter Jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a Technical Recruiter
Frame your degree for specialty occupation
Technical Recruiter positions require a directly related degree to clear the specialty occupation bar. A human resources, psychology, or business degree works. A general arts degree without HR coursework can trigger an RFE, so document any supplemental coursework or certifications upfront.
Search LCA data before applying
Use Migrate Mate to find employers with verified LCA filing history for Technical Recruiter roles. This filters out companies that say they sponsor but have no DOL filing record, saving you weeks of back-and-forth with recruiters who can't actually follow through.
Target agencies that staff tech companies
Staffing and RPO firms embedded inside large technology employers file LCAs frequently for recruiting roles. These agencies handle their own internal sponsorship, so you're applying to an employer already fluent in the filing process, not teaching HR from scratch.
Clarify your OPT or cap-gap status early
If you're on STEM OPT, disclose your authorization end date in your first recruiter call. Technical Recruiter hiring cycles run 4 to 8 weeks, and employers need enough runway to file an H-1B petition before your EAD expires or cap-gap begins.
Verify prevailing wage tier before negotiating
The LCA locks your employer into a DOL-certified wage level. Run your target city and job title through the OFLC Wage Search before salary discussions. If the offer comes in below Level I for your metro, the employer can't certify the LCA without amending the wage.
Confirm the employer controls I-129 filing directly
Some Technical Recruiter roles sit inside parent companies that outsource HR to a PEO. USCIS treats the PEO as the employer of record for H-1B purposes, which complicates the specialty occupation argument. Ask explicitly who signs the I-129 petition before accepting an offer.
Frequently Asked Questions
Does a Technical Recruiter role qualify as a specialty occupation for H-1B purposes?
Yes, provided the employer documents that the position normally requires a bachelor's degree in a specific field such as human resources, business administration, or organizational psychology. Generic job postings that say 'bachelor's preferred' rather than 'required' can complicate the USCIS petition. Ask your employer to revise the job description to reflect a degree requirement before the LCA is filed.
Which visa types realistically cover a Technical Recruiter working in the U.S.?
H-1B is the most common path for most nationalities. Australian citizens can use the E-3, which has no lottery and renews indefinitely every two years. Chilean and Singaporean nationals may qualify for the H-1B1 visa, which also skips the H-1B lottery. TN visa does not cover Technical Recruiter roles because the position is not on the USMCA profession list.
How do I find employers who actively sponsor visas for Technical Recruiter positions?
Migrate Mate shows employers with verified LCA filing history for recruiting and HR roles, so you can focus your applications on companies that have already committed to sponsorship. Browsing by role and city lets you prioritize markets where sponsorship activity is highest for this job title.
Can a staffing agency sponsor an H-1B for a Technical Recruiter role placed at a client site?
It depends on the arrangement. If the staffing agency is your direct employer and controls your day-to-day work, it can file the H-1B. If you'd be placed at a client and that client directs your work, USCIS scrutinizes the petition more closely and may issue an RFE about the employer-employee relationship. In-house recruiting roles at the sponsoring employer carry less risk than third-party placements.
Does a three-year Australian bachelor's degree satisfy the degree requirement for a Technical Recruiter H-1B or E-3 petition?
USCIS generally accepts a three-year Australian bachelor's degree as equivalent to a U.S. four-year degree, particularly when it's in a directly related field. A credential evaluation from a NACES-member service strengthens the petition. Some adjudicators request additional evidence for three-year degrees, so having your employer include a detailed specialty occupation analysis in the I-129 or DS-160 package reduces that risk.
What is the prevailing wage requirement for sponsored Technical Recruiter 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.