A twenty person startup has no HR director, so stop running an HR campaign
The employer buyer in this market is often a founder or an operations lead handling their first foreign hire alone.
Accounts built for corporate immigration assume a benefits team, a procurement process and a weekday search pattern. Aim that at a small Austin company and it lands on nobody.
The real buyer here has no template to follow. They are searching for what sponsorship costs, what it obligates them to, and whether it is worth doing for one candidate. They search in the evening and they want a scoped answer, not a discovery call.
Build a small campaign that speaks to that person directly. Ad copy about process and cost structure, a landing page with a callback request rather than a consultation calendar, and a phone path that reaches somebody who can talk about engagement terms.
Keep it separate from the consumer campaigns in budget and in reporting. One employer matter can be worth many family filings, and it will never look good on a blended cost per lead.