Jobs / United States / Okta INC
Director, Recruiting Enablement & Programs
Okta INC · 🇺🇸 San Francisco, California
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 93 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 52 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 — Okta INC
The US Department of Labor certified 93 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 52 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 Okta INC →
About the role
Secure Every Identity, from AI to Human Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk. We are looking for a visionary, results-oriented Director, Recruiting Enablement & Programs to serve as a pivotal senior leader across our global Talent Acquisition organization. In this role, you will hold ownership of the core infrastructure that powers our hiring engine: driving operational rigor, recruiting enablement, and process excellence, alongside leading our comprehensive early-career team. As a strategic operator and organizational architect, you will bridge long-term talent strategy with day to day execution. If you are passionate about transforming recruiting into an integrated, data-informed, and high impact system of programs, this leadership opportunity offers significant scope, executive visibility, and meaningful business impact. This is a hybrid role based in the San Francisco Bay Area, requiring 2 days per week in our San Francisco office. What You’ll Lead & Deliver Recruiting Operations & Process Excellence • Design Scalable Global Workflows: Continually evolve and standardize end-to-end hiring workflows that deliver velocity, consistency, and a premium experience across global regions. • Elevate Recruiting Coordination: Lead and modernize our Recruiting Coordination function, establishing high-touch candidate care and seamless interview logistics. • Operating Rhythms & Governance: Set clear Service Level Agreements (SLAs), operational benchmarks, and accountability frameworks across recruiters, sourcers, and interview teams. • Global Change Management: Drive high-adoption rollouts of new recruiting programs, workflow iterations, and operational standards. Talent Enablement & Hiring Capabilities • Build Hiring Capabilities: Design and deploy comprehensive enablement programs, playbooks, and toolkits for recruiters, hiring managers, and interview panels. • Structured Assessment Frameworks: Champion structured interviewing, objective rubric design, and bias-mitigation practices to maintain high-bar, equitable hiring standards. • Candidate Experience Advocacy: Reinforce high-touch candidate experience standards across every interaction throughout the talent acquisition lifecycle. Data Intelligence, Forecasting & Capacity Planning • Drive Business Insights: Define and track actionable recruiting analytics (e.g., funnel velocity, interviewer bandwidth, pipeline health, conversion metrics, intern conversion rates). • Headcount & Capacity Modeling: Partner with Finance and TA Leadership on demand forecasting, capacity planning, and resource allocation. • Executive Reporting: Build robust dashboards and strategic reporting frameworks to give executive leaders full transparency into talent acquisition performance. Talent Strategy & University Programs • Architect Enterprise Early-Career Strategy: Design and scale a multi-year global University Recruiting (UR) vision encompassing internships, co-ops, and new graduate hiring. • Campus Brand & Strategic Ecosystems: Lead strategic university partnerships, diversity recruitment initiatives (HBCUs, HSIs, specialized student associations), and high-impact campus activations that elevate our employer brand. • World-Class Internship Experience: Oversee end to end intern cohort programming from immersive onboarding and executive mentorship to high