Jobs / United States / Abbvie INC
Strategic Sourcer
Abbvie INC · 🇺🇸 Sligo, SO, IE (Remote) · Remote
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 177 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 94 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.
- 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 — Abbvie INC
The US Department of Labor certified 177 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 94 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 Abbvie INC →
About the role
The Strategic Sourcer will focus on creating, building, and executing end-to-end sourcing strategies as well as manage a talent attraction strategy to recruit key talent for talent gaps. In addition, this person will build talent pipelines, success profiles, and talent communities. In this role, you will work with various recruitment and social media systems and platforms, leveraging social channels and technology to create efficient and best-in-class stakeholder experiences. You will act as an advisor, using market analysis and industry research to inform sourcing strategies that enable future capability building and influence stakeholders to act proactively regarding their current/future talent mix and talent market availability. Key Responsibilities: • Partner with key stakeholders to build talent pipelines ahead of gaps/vacancies. • Develop sourcing strategies that will target critical, high-level talent in highly competitive and challenging markets. • Serve as a Sourcing expert, including leveraging talent market intelligence (LinkedIn Insights and SeekOut), historical data (ATS candidate fill data), and provide recommendations directly with business leaders, Recruiters, and Business HR. • Build strategic talent networks through external partnerships, conferences, and industry engagement to identify, engage, and hire high-caliber talent aligned with business needs • Develop deep expertise and seek continuous learning in-focus areas, with the ability to understand and speak in detail about functions, culture, and role responsibilities and showcase AbbVie’s Employee Value Proposition using Smart Recruiters CRM. • Proactively source passive candidates through advanced search techniques including Boolean search on resume databases, social media, LinkedIn, and industry directories to uncover high quality talent pools. • Conduct thorough candidate prescreening and facilitate presentation to hiring managers and recruiting team using various Talent Acquisition platforms to maintain/retain accuracy, quality, and integrity of data. • Nurture Professional pipelines by keeping talent engaged as roles are posted and provides information regarding available opportunities. • Providing updates and reporting on critical roles and sourcing activities to stakeholders and reporting. • Develop strong partnerships with Recruiters and candidates to build a qualified candidate bench to meet current and anticipated business needs. • Build trust and strong partnerships with internal stakeholders, including business leaders, Recruiters, Total Rewards, and Talent Development, and Business HR to understand the key roles and challenges to overcome to secure top talent. • Gather data around competition and market conditions or trends that may impact on our ability to find and hire the right talent. • Bachelor's degree required. • Minimum 5+ years of professional recruitment, contingent and/or retained search experience, preferably in pharmaceutical operations/manufacturing, along with the ability to lead and influence others. • Progressive CRM experience preferred. • Experience in successful screening, initial contact, prescreening, and interviewing, both in-depth phone and face-to-face with candidates. • Ability to create and execute talent strategy for critical roles. This would include a good understanding of lead generation techniques such as internet mining. • Experience utilizing innovative search techniques to develop talent map/name generation, preferably SeekOut or LinkedIn Insights • Team player, flexible, high integrity, strong negotiating, and influencing skills • Demonstrates a consistent track record of delivering results, often in the face of challenges or obstacles. • Shows an entrepreneurial spirit and a high level o