Jobs / United States / Nvidia Corporation
Technical Program Manager, Infrastructure Capacity and Deployment
Nvidia Corporation · 🇺🇸 US, CA, Santa Clara
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 2,374 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 394 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 Nvidia Corporation paid sponsored hires in similar roles3 certified filings for “Technical Program Manager” (Information Technology Project Managers) in WA: $168k–$192k, median $184k. 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 — Nvidia Corporation
The US Department of Labor certified 2,374 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 394 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 Nvidia Corporation →
About the role
NVIDIA’s IT infrastructure is scaling at an exceptional pace. We need a Senior Staff TPM to lead the full lifecycle of infrastructure demand — from intake and prioritization of incoming requests, through capacity forecasting and execution reporting, to Day 2 operational health. You’ll build the processes, drive the cross-functional coordination, and deliver the metrics that keep IT infrastructure ahead of the curve. The position would flex between Domains - DCs, Offices, CMs, WAN/Edge as the org needs evolve. What you will be doing: • Intake & Triage: Lead the structured intake process for all IT infrastructure requests — across domains (DCs, Offices, CMs, WAN/Edge) - assess, disposition, prioritize and track status and progress. You serve as the intake funnel for top business partners across our portfolio. • Portfolio Roadmap Co-ownership: You co-own the portfolio roadmap and strategy translation with sub-portfolio leaders - ensuring explicit alignment with business goals, IT Strategy, and work being prioritized each planning cycle. • Capacity Forecasting & Allocation: Maintain a rolling view of the infrastructure footprint and translate consumption patterns to 6/12/18 month projections while facilitating colocation through clear data-driven discussions with DC Operations. • Business Cadence & Partner Management: Establish and lead a standard monthly/quarterly operating rhythm with business partners - prioritization forums, funding alignment, and capacity readouts - eliminating ad-hoc alignment. • Day 2 Operations & Metrics: Build an execution insight layer, stay connected to operational health, incidents, and improvement projects across domains - ensuring intake and planning decisions account for operational realities and aren’t made in a vacuum. • Process & Governance: Establish the cross-org operating cadence — intake forums, allocation reviews, while partnering with Finance running portfolio level spend reviews and contract renewal planning with BizOps. What we need to see: • BS/MS in CS, Engineering, or equivalent experience. • 10+ years in technical program management, infrastructure growth forecasting/demand management, or data-center operations. • Solid understanding of physical/logical infrastructure — racks, compute, storage, networking, colo facilities. • Experience building intake and demand management processes in a high-growth environment. • Demonstrable ability to drive strategic programs with contending priorities and constrained resources. • Strong executive communication — translating technical constraints into clear decisions for leadership. • Proficiency with JIRA, Confluence, ServiceNow, or equivalent. Ways to stand out from the crowd: • Experience in 100%+ YoY infrastructure growth environments. • Familiarity with multi-domain expertise across Infrastructure. • Track record building operational dashboards and Day 2 metrics from scratch. • Colo capacity management experience — rack/power/space planning, site expansion. • IT demand management process experience. Your base salary will be determined based on your location, experience, and the pay of employees in similar positions. The base salary range is 168,000 USD - 258,750 USD for Level 4, and 200,000 USD - 322,000 USD for Level 5. You will also be eligible for equity and benefits . Applications for this job will be accepted at least until October 18, 2026. This posting is for an existing vacancy. NVIDIA uses AI tools in its recruiting processes. NVIDIA is committed to fostering an inclusive work environment and proud to be an equal opportunity employer. As we highly value diversity in our current and future employees, we do not discriminate (including in our hiring and promotion practices) on the basis of race, religion, color, nati