Jobs / United States / Astrazeneca Pharmaceuticals Lp
Global Executive Talent Scout- R&D
Astrazeneca Pharmaceuticals Lp · 🇺🇸 2 Locations
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 99 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 31 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 Astrazeneca Pharmaceuticals Lp paid sponsored hires in similar roles1 certified filing for “Global Product Teams Finance Director, R&D Finance” (Financial Managers) in MD: $196k–$196k, median $196k. 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.
Or apply yourself on the official page →
Sponsor Radar — Astrazeneca Pharmaceuticals Lp
The US Department of Labor certified 99 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 31 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 Astrazeneca Pharmaceuticals Lp →
About the role
Global Executive Talent Scout – R&D Boston, MA- Flexibility to be based from our Seaport or Kendall Square office Human Resources Hybrid Work- on average 3 days/week in office Shape who leads our future. The Global Executive Talent Scout operates at the intersection of business and talent strategy, insight and influence, supporting senior leaders as they make high-stakes decisions about who leads what’s next. As a trusted advisor, you will identify emerging talent trends, challenge conventional thinking, and translate insights into action. What you'll do • Strategic delivery: Lead end-to-end executive hiring, succession pipeline development, direct search, internal slates, and market mapping, primarily for Executive Director positions. Proactively monitor external talent markets and maintain diverse, high-quality talent pools aligned with business priorities. • Diagnostic intake and solutioning: Translate business needs into talent strategies with risk-based‑ contingencies and clear build/buy recommendations using standard advisory playbooks; apply talent intelligence, AI-assisted market/skills insights and commercial insights to surface mobility and transferable-skills options. • Stakeholder partnership: Engage VPs and, where relevant, SVPs to align on success criteria, assessment plans, and decision quality; Present clear, executive-ready insights and build alignment across diverse stakeholder groups. • Data storytelling and outcomes: Track and narrate impact (pipeline depth/diversity, conversion, time-in-stage, offer acceptance, mobility, succession readiness, business critical role validation) with documented executive-ready insights that inform talent strategy. • Inclusion and internal advocacy: Champion internal talent and transferrable skills; broaden talent pools and support fair, evidence-based selection while maintaining equity, confidentiality, compliance, and a high-quality experience. • Vendor engagement: Manage preferred suppliers (PSL) partners; set scope, SLAs, inclusion and data quality expectations including use of digital/AI-assisted research and reporting; monitor and remediate performance while optimizing work processes and digital tools in line with PSL governance. • Market and reward authority: Provide current market intelligence; articulate total reward narrative and internal equity; secure approvals; integrate AI-enabled talent intelligence and business insight with the right first-time approach. Essential for the role • Bachelor’s degree with 5-8+ years in executive search, senior talent acquisition or related HR experience in complex, matrixed environments. • Executive recruitment within the pharmaceutical, biotech, or related industry • Proven delivery of diverse, high-quality slates and conversion outcomes at an efficient time. • Partnership experience with business leaders and HRBPs; exposure to senior stakeholders, collaborating across global hubs with strong executive confidence, credibility, influence, and communication skills. • Hands-on use of Eightfold/Workday (or similar ATS and CRM) with disciplined documentation and adoption of digital tools and workflow optimization. • Experience managing external search partners within defined SLAs and inclusion expectations and addressing vendor performance to enterprise standards. Behaviors and Mindset • Enterprise first partner: Acts as an advisor and integrator, takes ownership, facilitates effective handoffs, and promotes consistent talent advisory standards and best practices. • Project Management: End-to-end ownership, pace management, and sequencing; driving outcomes across multiple concurrent searches while adapting to stakeholder needs. • Executive sourcing a