Jobs / United States / Mastercard International Incorporated
Senior Specialist, Talent Acquisition
Mastercard International Incorporated · 🇺🇸 Purchase, New York
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 76 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 286 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 Mastercard International Incorporated paid sponsored hires in similar roles2 certified filings for “Senior Specialist, Customer Success, Dynamic Yield” (Data Scientists) in CA: $109k–$170k, median $140k. Most were filed at wage level II (50%) — 2 lottery entries, ≈31% 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 — Mastercard International Incorporated
The US Department of Labor certified 76 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 286 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 Mastercard International Incorporated →
About the role
Our Purpose Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we’re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential. Title and Summary Senior Specialist, Talent Acquisition Summary: We are seeking an experienced, highly motivated Senior Talent Acquisition Specialist with deep expertise in product recruitment to join our Global Talent Acquisition team, reporting directly to the Director, Global Talent Acquisition. In this role, you will play a critical part in supporting the growth of our Services organization across North America. You will act as a strategic talent advisor, partnering with business leaders and hiring managers to understand business priorities, translate workforce needs into effective talent strategies, and attract high-impact product talent. Mastercard’s Talent Acquisition team is focused on building a future-ready workforce through skills-based, strategy-led hiring and transparent people practices. Our approach focuses on candidate capabilities and transferable skills, aligns hiring with business and future capability needs, and supports consistent, evidence-based talent decisions. This is an individual contributor role responsible for managing the end-to-end recruitment lifecycle, from intake and talent strategy through sourcing, assessment, selection, offer and close, while delivering an exceptional candidate and hiring manager experience. Services within Mastercard is responsible for acquiring, engaging and retaining customers by managing fraud and risk, enhancing cybersecurity and improving the digital payments experience. We provide value-added services and leverage expertise, data-driven insights and execution. Key Responsibilities • Manage the full recruitment lifecycle, from intake and sourcing through assessment, selection, offer and close, delivering a high-quality candidate and hiring manager experience. • Partner with hiring managers and senior leaders as a trusted talent advisor, translating business priorities into clear talent strategies, success profiles, required skills and hiring milestones. • Develop targeted sourcing strategies and build diverse talent pipelines for critical, recurring and future capability needs, leveraging internal and external talent pools. • Provide talent-market intelligence and recruiting insights to influence sourcing strategies, talent decisions and hiring outcomes. • Apply skills-based hiring practices, translating role requirements into clearly defined skills and capabilities and enabling structured, evidence-based candidate assessment. • Lead effective intake, interview planning, calibration and debrief conversations, ensuring clear accountability, timely feedback and informed hiring decisions. • Establish and manage recruiting milestones, proactively identifying pipeline risks, bottlenecks and barriers and recommending solutions to maintain hiring momentum. • Promote inclusive and consistent hiring practices, helping reduce bias and ensuring candidates are assessed against relevant skills and role requirements. • Build strong relationships across local, regional and global teams, sharing talent, insights and best practices to support broader business priorities. • Use recruiting data and insights to monitor pipeline health, identify trends and provide clear, meaningful hiring updates to stakeholders. • Maintain accurate and timely recruitment information in Workday, support