Jobs / United States / Carvana LLC
Manager, Learning & Enablement
Carvana LLC · 🇺🇸 Tempe, AZ
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 19 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 17 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Carvana LLC paid sponsored hires in similar roles6 certified filings for “Manager, Engineering” (Software Developers) in AZ: $106k–$160k, median $144k. Most were filed at wage level IV (75%) — 4 lottery entries, ≈61% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Carvana LLC
The US Department of Labor certified 19 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 17 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Carvana LLC →
About the role
Schedule/Shift: Onsite, Monday-Friday, 9-5pm About Us ADESA, a Carvana-owned company, currently operates in over 50 locations throughout the US. Our auto auctions some up to 200 acres, provide a wide array of vehicle services including repair, reconditioning, and auction remarketing, and many of our sites serve as market hub distribution centers. Our inventory comprises hundreds of thousands of vehicles across North America from retail to commercial, OEM & more. We work in a service industry and embrace a “we” versus “I” culture – help others, and they will help you. Our industry is fun, fast-paced, and competitive – and filled with the best people who are passionate about what they do. We’re excited about the future! As an industry leader, ADESA is poised for a multi-year expansion including huge investments in facilities, massive sales growth, and an ever-increasing inventory of vehicles! We are looking for great people who want to take this journey with us! About the Team and Position The Manager, Learning & Enablement sits within ADESA Central Operations -- a 100 to 150 person organization -- and is the architect of how talent enters, grows, and excels here. This is a role for someone who thinks in systems: someone who can design the full learning journey from a new hire's first day through their advancement into more complex roles, while staying close enough to the day-to-day work to obsess over quality and drive continuous improvement. You'll lead a small, tight-knit team and will be responsible for building a learning and enablement program that serves the full ADESA Central Operations organization. All talent begins their journey in our entry-level role. Your job is to make sure that journey starts strong -- and opens clear pathways forward. What You'll Be Doing People & Program Leadership • Lead and develop a small, tight-knit team -- setting clear direction, providing ongoing coaching, and creating an environment where your team can do their best work. • Act as the strategic owner of the learning program while staying hands-on enough to create content and support delivery when needed. • Proactively communicate with senior leaders on program performance, emerging risks, and opportunities to improve the experience for both team members and customers. New Hire Training & Onboarding • Own and continuously improve the new hire training program, ensuring every person who joins the org starts with a consistent, high-quality foundation. • Design structured learning journeys for the 0-90 day period that set new hires up to become effective, confident contributors quickly. • Build and maintain training materials, SOPs, job aids, and assessments using AI tools (including Claude) to produce content that is fast, high-quality, and easy to keep current as the business evolves. Career Progression & Continued L&D • Communicate and visualize clear role progression pathways from our entry-level position through more advanced roles across the organization. • Build continued learning and development programming that supports growth at every tenure level -- from early advocates to tenured specialists. • Partner with team leaders to identify skill gaps and develop targeted, just-in-time learning solutions. Quality & Continuous Improvement • Own the quality program for ADESA Central Operations, leveraging ACS and our MOM standard -- a call transcription process paired with a grading rubric used to score every inbound and outbound call. • Analyze call scoring data and transcription trends to surface opportunities where targeted coaching or training investment will have the greatest impact on team performance. • Translate quality insights into actionable training content and team-level improvement initiatives, closing the