Jobs / United States / Duolingo INC
Head of Talent Management Programs and PMO
Duolingo INC · 🇺🇸 Pittsburgh, PA
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 100 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 5 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 Duolingo INC paid sponsored hires in similar roles2 certified filings for “Associate, Technical Program Manager” (Project Management Specialists) in PA: $144k–$150k, median $147k. Most were filed at wage level I (100%) — 1 lottery entry, ≈15% 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 — Duolingo INC
The US Department of Labor certified 100 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 5 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 Duolingo INC →
About the role
Our mission at Duolingo is to develop the best education in the world and make it universally available. It’s a big mission, and that’s where you come in! At Duolingo, you’ll join a team that cares about educating our users, experimenting with big ideas, making fact-based decisions, and finding innovative solutions to complex problems. You’ll have limitless learning opportunities and daily collaborations with world-class minds — while doing work that’s both meaningful and fun. Join our life-changing mission to develop education for our half a billion (and growing!) learners around the world. Read our blog to learn more. About the role... We’re hiring a Head of Talent Management Programs & PMO to architect, run, and continuously improve Duolingo’s most critical talent systems. Reporting to the Head of Talent Management & Rewards, you will translate people strategy into intuitive, scalable programs and a disciplined operating cadence—spanning performance and promotion frameworks, talent reviews and succession, manager enablement, and the portfolio governance that keeps everything on time and high‑quality. You’ll build the “through line” across Talent Management and Rewards, with clear metrics and crisp execution that match Duolingo’s clock speed. 🧠 You will... Talent Program Architecture & Strategy • End-to-End Program Design: Lead the evolution of core talent cycles, including performance management, 360-degree feedback, and promotion frameworks, ensuring they align with a high-performance culture. • Competency & Career Mapping: Architect standardized competency models and career ladders that provide clear, transparent growth trajectories for all global functions. • Succession & Talent Readiness: Design and facilitate the talent review process, identifying high-potential leaders and building a data-backed succession pipeline to future-proof the organization. • Manager Enablement: Partner with cross-functional partners to ensure talent programs provide managers with the tools and insights needed to lead high-performing teams. Portfolio Leadership & PMO Governance • Strategic Roadmap Management: Own the TMR integrated roadmap, maintaining centralized visibility into project health, dependencies, and resource allocation to ensure on-time delivery. • Operational Excellence: Establish and iterate on a "lean" project management methodology that prioritizes speed and impact over administrative overhead. • Cross-Functional Orchestration: Act as the primary connector between Total Rewards, Talent Acquisition, and Business Leadership to ensure talent initiatives are integrated and cohesive. Performance Analytics & Insights • The Talent Dashboard: Develop an enterprise performance framework using key metrics (e.g., promotion velocity, retention, talent density) to measure the ROI of our people programs. • First-Principles Analysis: Leverage data to conduct root-cause analysis on organizational trends, providing executive leadership with actionable insights to inform policy and resource decisions. ✅ You have... • 8+ years in Talent Management, People Operations and portfolio/program management, including senior‑level ownership of company‑wide talent programs in fast‑paced, product‑led or high‑growth environments. • Comfort and curiosity with AI tools as applied to talent program design, analytics, and portfolio management, with a clear sense of where automation accelerates the work and where human judgment remains irreplaceable. • A proven track record building or leading a PMO, with clear outcomes shipping complex, multi‑stakeholder programs on time. • Depth in modern talent practices: performance systems, org design, competency/career frameworks, succession planning, and manager effectiveness. •