Jobs / United States / Salesforce INC
Technical Recruiter (6 month contract)
Salesforce INC · 🇺🇸 6 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 1,544 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 498 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 Salesforce INC paid sponsored hires in similar roles45 certified filings for “Senior Technical Support Engineer” (Software Quality Assurance Analysts and Testers) in TX: $118k–$148k, median $132k. Most were filed at wage level III (67%) — 3 lottery entries, ≈46% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Last confirmed live 1 day agoWhen 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 — Salesforce INC
The US Department of Labor certified 1,544 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 498 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 Salesforce INC →
About the role
To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts. Job Category Employee Success Job Details About Salesforce Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all. Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce. About the Role Salesforce is building the AI-powered future of enterprise software — and we need a world-class recruiter to help us win the most competitive talent market in the industry. This is a strategic seat at the table for a recruiter who has spent their career deeply embedded in technical recruiting, with the range to run both high-volume pipelines and complex, high-touch searches for hard-to-fill roles, at a company where the bar for talent is set at the top of the market for the next generation of innovators and builders. You've recruited at scale across technical disciplines — software engineering, infrastructure, product, data, or research roles. You understand the nuances between technical specialties and can speak credibly to them. You've navigated nuanced leveling conversations, complex compensation structures, and competing offers from the best companies in the world — and you've won. You're equally comfortable running a high-volume req load and going deep on a single critical hire. Now, bring that expertise to Salesforce, your pipeline and your craft will directly shape the teams building the most impactful products in the world. What You'll Do • Own full-cycle recruiting across a mix of high-volume and specialized technical roles across Salesforce's engineering, product, and technology organizations • Partner deeply with senior engineering and technical leaders to shape hiring strategy, define ideal candidate profiles, and influence how we compete for elite technical talent • Build and maintain high-quality talent pipelines — proactively mapping the market and engaging passive talent before requisitions open, while efficiently managing volume across multiple open roles • Lead complex offer negotiations, including sign-on and equity exception packages, with a clear understanding of competitive compensation benchmarks across top tech companies • Serve as a trusted advisor to hiring managers — pushing back, advising on tradeoffs, and bringing market intelligence that sharpens decision-making • Collaborate with sourcing partners, recruiting coordinators, and peer advisors to run an efficient, high-touch candidate experience at scale • Contribute to team-level recruiting strategy, pipeline health reviews, and competitive talent intelligence initiatives What We're Looking For • 5+ years of full-cycle technical recruiting experience , with demonstrated success managing both high-volume pipelines and complex, specialized searches • Deep experience at a top-tier tech company — where the talent bar is exceptionally high and the competition is fierce • Proven ability to recruit across a range of technical roles and disciplines • Strong fluency in technical concepts — enough to hold credible conversations with candidates and hiring managers about the work they'll be doing • Track record of building proactive talent pipelines in highly competitive, hard-to-fill talent pools, alongside experience effic