Jobs / United States / Gusto INC
Retirement Offboarding Specialist
Gusto INC · 🇺🇸 Denver, CO - Hybrid; Scottsdale, AZ - Hybrid · Remote
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 44 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 7 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.
Or apply yourself on the official page →
Sponsor Radar — Gusto INC
The US Department of Labor certified 44 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 7 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 Gusto INC →
About the role
About Gusto At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve. All full-time employees receive competitive base pay, benefits, and equity (RSUs) — because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy . AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process. About the Role: We're looking for someone who thrives in complexity, communicates with clarity and care, and takes genuine ownership of seeing things through. In this role, you'll be the primary point of contact for plan sponsors and employers navigating terminations and provider transfers — managing inbound inquiries by phone and email, coordinating across multiple internal teams, and guiding customers through intricate processes with patience and precision. You'll also work closely with Product, Engineering, and Operations to surface trends, improve the offboarding experience, and help shape how we do this work at scale. If you're calm under pressure, skilled at navigating ambiguity, and motivated by making a real difference in people's financial futures — even on their way out — this role is for you. About the Team: At Gusto 401(k), customer care isn't a support function — it's a competitive advantage. Our Offboarding team plays a critical role in how customers experience Gusto at one of the most complex moments in their journey: when they're leaving or transitioning to a new provider. Here's what you'll do day-to-day: • Own the customer offboarding experience. Serve as the primary point of contact for plan sponsors and employers terminating their plan or transferring to another provider — delivering empathetic, clear, and timely support via phone and email. • Navigate complex internal processes. Manage multi-step offboarding and transfer workflows end-to-end, coordinating across internal teams — including Operations, Compliance, Finance, and others — to keep things moving and keep customers informed. • Investigation & Critical analysis. Ability to investigate complex issues, using multiple tools and internal connections, to identify root causes in order to resolve customer issues and move them forward in the process. • Manage your queue with intention. Balance inbound phone support and email, prioritizing based on urgency while consistently hitting benchmarks for quality, CSAT scores, average response time, and time to first response. • Collaborate cross-functionally. Partner with teams across the organization to resolve blockers, escalate when needed, and deliver the best possible outcomes for customers in transition. • Identify and surface trends. Spot patterns in offboarding friction and share actionable insights with internal teams to drive process and product improvements. • Navigate tools with confidence. Manage multiple platforms simultaneously — Talkdesk, Salesforce, Slack, Google Suite, Confluence, and Jira — while handling sensitive information with care. • Escalate strategically. Know when and how to escalate complex or high-stakes situations, and see them through to resolution without losing sight of the customer experience. • Handle sensitive conversations with care. Bring empathy and active liste