Jobs / United States / AT&T Services INC
AVP Talent Acquisition - Talent Intelligence
AT&T Services INC · 🇺🇸 Dallas, Texas
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 393 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 80 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 AT&T Services INC paid sponsored hires in similar roles2 certified filings for “AVP - Technology” (Computer and Information Systems Managers) in GA: $296k–$350k, median $323k. Most were filed at wage level IV (100%) — 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 — AT&T Services INC
The US Department of Labor certified 393 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 80 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 AT&T Services INC →
About the role
This is a full-time onsite role based in the location(s) posted and is performed from the designated work location five days per week. Position Summary The Assistant Vice President (AVP), Talent Intelligence is responsible for leading AT&T's enterprise Talent Intelligence function, connecting leadership succession planning with proactive external talent strategy. This executive leader partners closely with Talent Management to assess succession readiness across critical leadership positions, identify future talent risks, and develop external leadership pipelines to support long-term business continuity. The AVP will leverage workforce analytics, talent intelligence, competitive market insights, and executive networking to identify high-caliber external leaders for key and strategic roles. This role focuses on building relationships with potential future leaders, creating actionable succession strategies, and ensuring AT&T maintains a robust external bench of talent aligned to future business needs. This position serves as a strategic advisor to senior executives by providing talent market intelligence, succession insights, and recommendations that enable informed leadership planning decisions. Key Responsibilities Enterprise Succession & Leadership Planning • Partner with Talent Management to evaluate succession readiness for officer, vice president, and critical leadership roles. • Identify succession vulnerabilities, leadership gaps, and positions with limited internal bench strength. • Develop strategies to strengthen succession pipelines and mitigate leadership risk. • Participate in enterprise talent review and succession planning processes. Talent Intelligence & Market Insights • Build an enterprise-wide talent intelligence capability that provides actionable insights on leadership talent availability, competitor movements, and market trends. • Conduct leadership talent mapping across target industries, competitors, and adjacent sectors. • Analyze external labor market dynamics and executive talent trends. • Deliver executive reports and recommendations to HR and business leadership teams. External Leadership Pipeline Development • Identify and cultivate relationships with high-performing external leaders aligned with future succession needs. • Develop long-term candidate engagement strategies for key executive and mission-critical roles. • Build and maintain leadership talent communities and executive prospect pipelines. • Create talent maps and candidate slates for anticipated future vacancies. Executive Candidate Engagement • Conduct strategic outreach and exploratory discussions with prospective executive candidates. • Assess leadership capabilities, career aspirations, mobility preferences, and organizational fit. • Maintain ongoing relationships with high-potential leaders in priority talent segments. • Ensure external pipelines reflect enterprise diversity and inclusion objectives. Workforce & Predictive Talent Analytics • Utilize workforce data, retirement projections, organizational trends, and market intelligence to anticipate future leadership needs. • Develop predictive models that inform strategic workforce and succession planning decisions. • Create dashboards and executive-level reporting to monitor leadership pipeline health. • Translate talent intelligence into actionable business recommendations. Strategic Business Partnership • Serve as the primary liaison between Talent Acquisition and Talent Management regarding enterprise succession planning. • Partner with senior leaders and HR Business Partners to understand future organizational capability needs. • Align executive recruiting strategies with long-term business growth objectives. • Influence enterprise talent decisions thr