Technical Recruiter Jobs in USA with Visa Sponsorship
Technical Recruiter roles in the U.S. are sponsorable under the H-1B visa when the position requires a bachelor's degree in human resources, business, psychology, or a related field. Employers in staffing, tech, and consulting firms regularly file H-1B visa petitions for this title. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsTHE FIRM
As a leading international law firm, we are dedicated to excellence through impactful communication, collaboration, and community involvement. Our company culture has earned us one of the "100 Best Companies to Work For" for 27 consecutive years. This honor, along with many others, highlights our commitment to innovation and professional development. At Alston & Bird LLP, our foundation is made of trust, reliability, and compassion.
JOB DESCRIPTION
Alston & Bird LLP is seeking an Attorney Hiring Manager for its Washington, DC and Chicago offices, resident in Washington, DC. This individual will work closely with the Director of Attorney Hiring and will have primary responsibility for the management, implementation, and daily function of recruitment for entry-level attorneys, non-partner lateral attorneys, and senior policy advisors, as well as the law student hiring process, on-campus engagement, and the summer associate program for the Washington, DC and Chicago offices. Successful candidates must have sufficient work experience, together with high-level personal leadership abilities, to enable them to plan for, implement, and supervise various recruiting functions and staff, as well as possess the ability to multi-task and work well under pressure and in a team-oriented environment. Excellent communication, interpersonal, and organizational skills are required.
ESSENTIAL DUTIES
- Serves as a strategic partner in the planning and implementation of summer program recruiting, entry-level hiring, and non-partner lateral attorney and senior policy advisor hiring.
- Takes a participatory role in the strategic growth of the Washington, DC and Chicago offices, including working closely with the Hiring Partner and Partner-in-Charge of each office, building relationships with outside legal search firms, and staying abreast of market conditions and trends.
- Maintains relationships with outside vendors, search consultants, candidates, law school placement offices, and peers.
- Collaborates with Hiring Partners to facilitate the Washington, DC and Chicago Hiring Committees.
- Serves as a member of the Washington, DC and Chicago Diversity & Inclusion Committees and works to both demonstrate and support the firm’s commitment to its core values of diversity and inclusion.
- Participates in departmental reporting to the Associates Committee.
- Manages the Attorney Hiring budget for the Washington, DC and Chicago offices.
- Serves as a member of the Firm’s Executive Staff.
- Manages and mentors the Senior Attorney Hiring Coordinator for Washington, DC and Chicago.
- Serves as a member of the Washington Area Legal Recruitment Administrators Association (WALRAA).
- Serves as a member of the National Association for Law Placement (NALP).
- Travel required: Visit Chicago office at least once per quarter – and more often during the Summer Associate Program; attend law student and on-campus engagement events as needed; travel to Atlanta at least once per year; attend biennial Executive Staff retreat.
- Works on firmwide departmental projects as needed.
- Other duties as requested by the Director of Attorney Hiring and Hiring Partners.
SKILLS NEEDED TO BE SUCCESSFUL
- Excellent communication, interpersonal, and organizational skills.
- Strong business acumen and executive presence.
- Works as a team member, exhibits leadership in the office, and shows respect for co-workers.
- Demonstrates teamwork, creativity, a desire for continuous improvement, and commitment to the profession.
- Commitment to providing superior customer service.
- Ability to interact effectively with people at all levels of the firm.
- Thorough knowledge of Firm standards, practices, and procedures to effectively meet department needs.
- Thorough organizational skills for prioritizing workload and recruiting efforts.
- Excellent interpersonal skills, ability to work under pressure, and deal with demanding deadlines; strong attention to detail and team-oriented attitude.
- Advanced knowledge of PC applications, including the entire suite of MS Office applications (Microsoft Word, Excel, and PowerPoint).
- Experience with applicant tracking and law firm market intelligence applications.
EDUCATION AND EXPERIENCE REQUIRED
- Qualified candidates must possess a bachelor’s degree.
- A minimum of 6+ years of experience with law firm attorney recruitment.
- A minimum of 3+ years of management experience within an Attorney Hiring Team or similar function.
The salary range for this position is $150,000 to $170,000 and represents the Firm's good faith minimum and maximum range for this role at this time of posting. The actual compensation offered to a candidate will be dependent on a variety of factors including, but not limited to, the candidate's experience, qualifications, and locations. This range is specific to our Washington DC office and may not be applicable to other locations.
EQUAL OPPORTUNITY EMPLOYER
Alston & Bird LLP is an Equal Opportunity Employer does not discriminate on the bases of any status protected under federal, state, or local law. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law on the basis of race, color, religion, sex, age, sexual orientation, gender identity and/or expression, national origin, veteran status or disability in relation to our recruiting, hiring, and promoting practices.
The statements contained in this position description are not necessarily all-inclusive, additional duties and responsibilities may be assigned, and requirements may vary from time to time.
Professional business references and a background screening will be required for all final applicants selected for a position.
If you need assistance or an accommodation due to a disability you may contact donavan.mclean@alston.com.
Alston & Bird is not currently accepting resumes from agencies for this position. If you are a recruiter, search firm, or employment agency, you will not be compensated in any way for your referral of a candidate even if Alston & Bird hires the candidate.
THE FIRM
As a leading international law firm, we are dedicated to excellence through impactful communication, collaboration, and community involvement. Our company culture has earned us one of the "100 Best Companies to Work For" for 27 consecutive years. This honor, along with many others, highlights our commitment to innovation and professional development. At Alston & Bird LLP, our foundation is made of trust, reliability, and compassion.
JOB DESCRIPTION
Alston & Bird LLP is seeking an Attorney Hiring Manager for its Washington, DC and Chicago offices, resident in Washington, DC. This individual will work closely with the Director of Attorney Hiring and will have primary responsibility for the management, implementation, and daily function of recruitment for entry-level attorneys, non-partner lateral attorneys, and senior policy advisors, as well as the law student hiring process, on-campus engagement, and the summer associate program for the Washington, DC and Chicago offices. Successful candidates must have sufficient work experience, together with high-level personal leadership abilities, to enable them to plan for, implement, and supervise various recruiting functions and staff, as well as possess the ability to multi-task and work well under pressure and in a team-oriented environment. Excellent communication, interpersonal, and organizational skills are required.
ESSENTIAL DUTIES
- Serves as a strategic partner in the planning and implementation of summer program recruiting, entry-level hiring, and non-partner lateral attorney and senior policy advisor hiring.
- Takes a participatory role in the strategic growth of the Washington, DC and Chicago offices, including working closely with the Hiring Partner and Partner-in-Charge of each office, building relationships with outside legal search firms, and staying abreast of market conditions and trends.
- Maintains relationships with outside vendors, search consultants, candidates, law school placement offices, and peers.
- Collaborates with Hiring Partners to facilitate the Washington, DC and Chicago Hiring Committees.
- Serves as a member of the Washington, DC and Chicago Diversity & Inclusion Committees and works to both demonstrate and support the firm’s commitment to its core values of diversity and inclusion.
- Participates in departmental reporting to the Associates Committee.
- Manages the Attorney Hiring budget for the Washington, DC and Chicago offices.
- Serves as a member of the Firm’s Executive Staff.
- Manages and mentors the Senior Attorney Hiring Coordinator for Washington, DC and Chicago.
- Serves as a member of the Washington Area Legal Recruitment Administrators Association (WALRAA).
- Serves as a member of the National Association for Law Placement (NALP).
- Travel required: Visit Chicago office at least once per quarter – and more often during the Summer Associate Program; attend law student and on-campus engagement events as needed; travel to Atlanta at least once per year; attend biennial Executive Staff retreat.
- Works on firmwide departmental projects as needed.
- Other duties as requested by the Director of Attorney Hiring and Hiring Partners.
SKILLS NEEDED TO BE SUCCESSFUL
- Excellent communication, interpersonal, and organizational skills.
- Strong business acumen and executive presence.
- Works as a team member, exhibits leadership in the office, and shows respect for co-workers.
- Demonstrates teamwork, creativity, a desire for continuous improvement, and commitment to the profession.
- Commitment to providing superior customer service.
- Ability to interact effectively with people at all levels of the firm.
- Thorough knowledge of Firm standards, practices, and procedures to effectively meet department needs.
- Thorough organizational skills for prioritizing workload and recruiting efforts.
- Excellent interpersonal skills, ability to work under pressure, and deal with demanding deadlines; strong attention to detail and team-oriented attitude.
- Advanced knowledge of PC applications, including the entire suite of MS Office applications (Microsoft Word, Excel, and PowerPoint).
- Experience with applicant tracking and law firm market intelligence applications.
EDUCATION AND EXPERIENCE REQUIRED
- Qualified candidates must possess a bachelor’s degree.
- A minimum of 6+ years of experience with law firm attorney recruitment.
- A minimum of 3+ years of management experience within an Attorney Hiring Team or similar function.
The salary range for this position is $150,000 to $170,000 and represents the Firm's good faith minimum and maximum range for this role at this time of posting. The actual compensation offered to a candidate will be dependent on a variety of factors including, but not limited to, the candidate's experience, qualifications, and locations. This range is specific to our Washington DC office and may not be applicable to other locations.
EQUAL OPPORTUNITY EMPLOYER
Alston & Bird LLP is an Equal Opportunity Employer does not discriminate on the bases of any status protected under federal, state, or local law. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law on the basis of race, color, religion, sex, age, sexual orientation, gender identity and/or expression, national origin, veteran status or disability in relation to our recruiting, hiring, and promoting practices.
The statements contained in this position description are not necessarily all-inclusive, additional duties and responsibilities may be assigned, and requirements may vary from time to time.
Professional business references and a background screening will be required for all final applicants selected for a position.
If you need assistance or an accommodation due to a disability you may contact donavan.mclean@alston.com.
Alston & Bird is not currently accepting resumes from agencies for this position. If you are a recruiter, search firm, or employment agency, you will not be compensated in any way for your referral of a candidate even if Alston & Bird hires the candidate.
See all 4,439+ Technical Recruiter Jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a Technical Recruiter
Target employers with H-1B filing history
Staffing agencies, technology companies, and large consulting firms file H-1B petitions for Technical Recruiters far more often than small businesses. Focusing your search on these employer types significantly improves your odds of finding genuine sponsorship.
Frame your degree as a specialty occupation requirement
USCIS scrutinizes Technical Recruiter petitions because some employers accept any bachelor's degree. Strengthen your case by emphasizing roles that explicitly require a degree in HR, industrial psychology, or business administration to meet the specialty occupation standard.
Highlight technical domain knowledge in your resume
Recruiters who understand software engineering, data science, or hardware roles command stronger sponsorship interest. Demonstrating fluency in technical hiring pipelines makes you harder to replace and gives employers a clearer business case for sponsorship.
Understand the H-1B lottery timing before you apply
H-1B registration opens in March for an October 1 start date. If you're on OPT, confirm your authorization covers the gap. Employers need enough lead time to register, so begin sponsorship conversations at least six months before your current status expires.
Ask about cap-exempt employers during your search
Universities, nonprofit research organizations, and certain government-affiliated entities are exempt from the H-1B lottery cap. Technical Recruiter roles at these institutions can be filed any time of year, bypassing the annual selection process entirely.
Use Migrate Mate to find sponsoring employers efficiently
Migrate Mate filters job listings specifically for employers open to visa sponsorship, saving you from applying to roles that will never lead to a petition. Browse Technical Recruiter openings there to target your search where sponsorship is already on the table.
Frequently Asked Questions
Can a Technical Recruiter role qualify as a specialty occupation for H-1B purposes?
Yes, but it requires careful documentation. USCIS expects the position to normally require a bachelor's degree in a specific field such as human resources, business, or industrial psychology. Generic job descriptions that accept any degree in any field are the most common reason Technical Recruiter H-1B visa petitions get challenged or denied. A well-drafted job description tied to a specific degree field is essential.
Which visa types are most commonly used to sponsor Technical Recruiter positions?
The H-1B is the primary route for Technical Recruiters already in the U.S. or transferring from abroad. Australians may qualify for the E-3 visa, which bypasses the H-1B lottery entirely and can be filed at any consulate in Australia. Canadians and Mexicans may explore TN visa status under the HR Manager category, though eligibility depends on the specific role and employer documentation.
Does my degree field matter when applying for sponsored Technical Recruiter roles?
It matters significantly. H-1B approval for this title is strongest when your degree is in human resources, business administration, psychology, or a closely related discipline. A degree in an unrelated field, such as engineering or liberal arts, can still qualify if you can demonstrate a clear connection between your coursework and the recruiting function, but it increases petition risk and requires stronger supporting documentation.
How likely is it that a Technical Recruiter petition gets approved by USCIS?
Approval rates for Technical Recruiter H-1B petitions are lower than for engineering or software roles because USCIS frequently issues Requests for Evidence questioning specialty occupation status. Petitions filed by large employers with detailed job descriptions and a specific degree requirement tend to fare better. Working with an experienced immigration attorney and ensuring the offer letter ties the role to a defined degree field improves outcomes meaningfully.
Where can I find Technical Recruiter jobs that already offer visa sponsorship?
Migrate Mate is the most efficient place to search. It surfaces Technical Recruiter roles specifically from employers who have indicated openness to sponsoring work visas, so you avoid wasting applications on companies that will decline at the offer stage. Filtering by visa type on Migrate Mate also helps you identify which roles suit your specific status, whether that is H-1B, E-3 visa, or OPT extension.
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.