How much experience is required?

At least 6 years of relevant experience for this Global Mobility Lead role.

What seniority level is this role?

Perplexity AI targets lead candidates for this position.

Is this full-time or contract?

Full-time for this Global Mobility Lead role at Perplexity AI.

Global Mobility Lead at Perplexity AI

Joblaze summary

The Global Mobility Lead at Perplexity AI is responsible for managing the entire spectrum of employee mobility, from policy development to the execution of individual immigration cases. This role requires expertise in US immigration processes and familiarity with at least one other major jurisdiction, alongside strong analytical skills for tracking mobility costs and compliance. Ideal candidates will have over six years of relevant experience and the ability to navigate complex situations with sound judgment. The position involves collaboration with various departments, ensuring that cross-border moves are efficient and compliant.

Joblaze insights

Listed today — first seen on Joblaze September 25, 2026. Last confirmed on Perplexity AI's careers page September 25, 2026.

Quick facts

How much experience is required?: At least 6 years of relevant experience for this Global Mobility Lead role.
What seniority level is this role?: Perplexity AI targets lead candidates for this position.
Is this full-time or contract?: Full-time for this Global Mobility Lead role at Perplexity AI.

From the original posting

About the job

We're looking for an experienced Global Mobility Lead to build and run the programs that help employees join, move, and work across borders. You will own our mobility policies, immigration casework, and vendor relationships, and partner with Legal, Finance, and People Ops to make cross-border moves clear, compliant, and well supported.

What you’ll own

Global mobility

Own the mobility policy suite end to end: relocation, permanent transfers, short-term and long-term international assignments, remote/cross-border work arrangements, and business travel thresholds.
Run individual mobility cases from scoping to landing: package design, cost estimates, immigration sequencing, tax and social-security implications, payroll setup, relocation logistics, and post-arrival support.
Manage employment-based immigration casework in partnership with outside counsel: H-1B (including cap-subject and change-of-employer/AC21 timing), L-1, TN, E-3, O-1, F-1 OPT/CPT, and employer-sponsored permanent residence. Own the internal timeline, the start-date reality check, and the manager/candidate communication.
Own daily immigration intake and case execution, including employer questionnaires, supporting documents, employment verification letters, signatures, counsel follow ups, and case closure.
Own right-to-work compliance across jurisdictions: I-9 and E-Verify in the US, Home Office share-code checks in the UK, and equivalent checks in our EU and other markets.
Decide and document the entity/employment model for each new market (direct entity, EOR, or non-resident payroll registration) with Finance and Legal.
Own our mobility vendor stack (immigration counsel, relocation, tax, EOR/global payroll): scope, SLAs, cost, and performance.
Model and track mobility cost, including sponsorship and premium-processing fees, so leadership can make go/no-go calls with real numbers, and obtain and document required approvals before committing sponsorship or spend

Data and systems

Build the tracking layer: mobility case pipeline, immigration deadlines and expirations, compensation comparisons, etc.
Stand up mobility dashboards: case volume, cycle time, cost per move, band penetration, offer-to-band variance, and equity-gap trend.
Write the employee-facing documentation so moves and pay decisions are predictable and explainable, not one-off negotiations.

What we’re looking for

Required

6+ years of experience in global mobility, with real ownership of cross-border moves and immigration casework, not just vendor hand-offs.
Working fluency in US employment-based immigration and at least one other major jurisdiction’s work-authorization regime (UK, EU, or Canada).
Strong analytical skills: comfortable in spreadsheets and HRIS reporting, able to build a defensible model and explain the assumptions behind it.
Judgment about risk. You know when to escalate to Legal, when to flag classification or permanent-establishment exposure, and how to say no clearly.
Excellent written communication: you’ll draft policies, verification letters, offer rationales, and executive-facing recommendations.
Comfort with ambiguity, high volume, and shifting priorities.