Jobs / United States / Redwood Materials INC
Senior Sourcer
Redwood Materials INC · 🇺🇸 McCarran, NV; San Francisco, California, United States
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 33 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 3 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 — Redwood Materials INC
The US Department of Labor certified 33 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 3 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 Redwood Materials INC →
About the role
About Redwood Materials Redwood Materials was founded in 2017 by JB Straubel, co-founder and former CTO of Tesla, on a simple but radical idea: the critical minerals powering the energy transition already exist. They just need to come back. Today Redwood is the largest lithium-ion battery recycler in North America — recovering, refining, and redeploying critical minerals from end-of-life batteries back into the supply chain. On the energy side, Redwood has deployed the largest second-life battery project in the world, delivering power to AI data centers in months rather than years using proprietary energy architecture engineered entirely in-house. The company is profitable, the market it operates in is projected to grow 20 to 50 times over the next decade, and Redwood is the only company with the supply chain, the technology, and the operational scale to lead it. Position Summary Redwood's sourcers do not work the easy reqs. They work the roles that are highest leverage for the business and hardest to fill in the market: senior process and chemical engineers, controls and automation leads, plant and construction leadership, and specialized scientific and supply chain roles. These are searches where the passive candidate pool is small, the competing offers are strong, and the difference between a filled req and a stalled one is the quality of the outreach and the depth of the market map. You will own the top of the funnel for a defined set of critical reqs across the entirety of Redwood Materials spanning ESS and EPC . You will partner with a recruiter and hiring manager on each, build the search strategy, run the outreach, and hand off engaged, qualified candidates. You will be measured on qualified submittals, response rates, and the share of hires that came from your pipeline. Essential Duties and Responsibilities • Own search strategy on critical reqs • Run intake with the recruiter and hiring manager to define the ideal profile, the competitor and adjacent-industry target list, and the pitch • Build market maps for each search: target companies, org structures, and named prospects • Set weekly sourcing goals per req and report against them • Find and engage passive candidates • Run multi-channel sourcing: LinkedIn Recruiter, Juicebox, GitHub and technical communities where relevant, conference and patent data, referrals, and competitor org mapping • Write outreach that gets replies from people who are not looking. Personalized, specific to the role and the person, and honest about the work • Run first-touch screens and hand off warm candidates to the recruiter with a clear summary • Keep the pipeline honest • Log every prospect and touch in Greenhouse so the pipeline is visible to the recruiter and hiring manager • Track response and conversion rates by channel and message and adjust • Flag reqs where the market is telling us the profile, comp, or location is wrong, and bring data to the conversation • Raise the bar for the team • Share sourcing strings, market maps, and outreach templates with the pod • Help calibrate what "qualified" means with hiring managers so submittals stop bouncing Skills, Knowledge, and Abilities • What we are looking for • You have sourced for hard technical and operational roles in manufacturing, hardware, energy, chemicals, automotive, or construction, and you can talk credibly with a chemical engineer or a plant GM about what they do • You have a portfolio of hires that came from your outreach, not from inbound applicants • You build market maps before you start messaging, and you can show one • Your outreach reply rates are well above the industry average and you know what they are • You are fluent in Boolean and structured search across LinkedIn Recruiter and at least