adminMeta description: Looking for an employment-based green card attorney? This guide covers employer sponsorship, PERM labor certification, EB-1/EB-2/EB-3 categories, work visa options, salary ranges, PR pathways, embassy verification, and the mistakes that cause denials.
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Secondary keyword clusters:employer sponsored work visa, work permit USA for foreigners, permanent residence pathways, skilled migration programs, visa sponsorship jobs, H-1B sponsorship, EB-2 NIW, PERM labor certification, international recruitment agency, consular processing.
What an Employment-Based Green Card Attorney Actually Does (And When You Need One)
An employment-based green card attorney is a licensed immigration lawyer who handles permanent residence cases that begin with a U.S. employer rather than a family relationship. The work covers three distinct legal tracks that most applicants confuse with one another: temporary work authorization (H-1B, L-1, O-1, TN), the permanent labor certification process (PERM), and the immigrant petition and adjustment of status or consular processing stages (I-140, I-485, DS-260).
Employers typically select and pay for counsel, which creates a built-in conflict of interest that many foreign workers do not recognize. The attorney’s client is the company, not the employee. If your priority date, your job description, your degree, or your immigration timeline is at stake, you need independent legal advice — which means hiring your own employment-based green card attorney or at minimum paying for a confidential consultation.
You should strongly consider counsel if any of the following apply:
- Your PERM recruitment produced an unfavorable result or a DOL audit.
- Your priority date is approaching “current” status in the Visa Bulletin and you need to file I-485 within a narrow window.
- You want to change employers before I-485 adjudication (AC21 portability).
- You are relying on a National Interest Waiver (EB-2 NIW) or self-petitioning EB-1A.
- You have prior immigration violations, a denied petition, a criminal record, or a complex educational credential.
- Your employer is small, newly formed, or unable to document ability to pay.
- You are a physician, nurse, researcher, or multinational manager with a specialized subcategory.
A qualified attorney will run a labor certification strategy, select the correct EB category, verify that your job meets the specialty occupation or degree requirements, prepare recruitment ads that survive DOL scrutiny, and file your immigrant petition with a defensible evidence package.
Cost expectations (legal fees, employer typically pays for PERM/I-140):
| Service | Typical Attorney Fee Range |
|---|---|
| PERM labor certification (full) | $3,500 – $8,000 |
| Recruitment advertising costs | $1,500 – $4,000 |
| I-140 immigrant petition | $2,500 – $7,500 |
| I-485 adjustment of status | $3,000 – $7,500 |
| H-1B cap petition | $1,500 – $6,000 |
| Consultation only | $250 – $600 |
Government filing fees are separate and change periodically; always confirm the current USCIS fee schedule before budgeting.
How U.S. Employment-Based Immigration Works: The Five EB Categories
The United States allocates roughly 140,000 employment-based immigrant visas per fiscal year, including derivative spouses and children. Because the cap counts family members, the practical number of principal workers admitted is far lower, which is why backlog countries (notably India and China) wait years or decades.
| Category | Who Qualifies | PERM Required? | Typical Backlog |
|---|---|---|---|
| EB-1A | Extraordinary ability (self-petition allowed) | No | Short |
| EB-1B | Outstanding professor/researcher | No | Short |
| EB-1C | Multinational manager/executive | No | Short–moderate |
| EB-2 | Advanced degree or exceptional ability | Yes (unless NIW) | Long for India/China |
| EB-3 | Professionals, skilled, other workers | Yes | Moderate to long |
| EB-4 | Special immigrants | No | Varies |
| EB-5 | Immigrant investors | No | Moderate |
EB-1 is the fastest and most valuable route. EB-1A requires sustained national or international acclaim evidenced by awards, publications, judging, original contributions of major significance, or comparable criteria — three of ten criteria plus a high level of expertise. EB-1B needs at least three years of research or teaching experience and a permanent job offer. EB-1C requires one year of employment abroad with a qualifying affiliate within three years and a U.S. managerial or executive role.
EB-2 covers master’s-degree holders, bachelor’s-degree holders with five years of progressive experience, and exceptional ability in the sciences, arts, or business. The National Interest Waiver is the standout: it waives the job offer and PERM if your work has substantial merit, national importance, and you are well positioned to advance it.
EB-3 is the most accessible but slowest for backlog countries. It splits into professionals (U.S. bachelor’s or foreign equivalent), skilled workers (two years of training or experience), and other workers (less than two years).
Employer Sponsorship Step by Step: PERM, I-140, and I-485
Stage 1 — Prevailing wage determination. The employer requests a wage from the Department of Labor’s FLAG system. The offer must be at least 100% of the prevailing wage for the occupation, location, and requirements.
Stage 2 — Recruitment. For professional positions the employer runs a defined sequence: two Sunday newspaper advertisements, a job posting on the worksite, a state workforce agency job order, and additional media steps such as trade journals or internet ads. Every ad, every resume, and every rejection reason must be documented.
Stage 3 — PERM filing (ETA Form 9089). Recruitment runs 6–12 months. The certification is valid for 180 days, so timing matters. Audits and supervised recruitment can add 6–12+ months.
Stage 4 — I-140 immigrant petition.The employer petitions USCIS and proves ability to pay the offered wage with tax returns, financial statements, or annual reports. Premium processing is available for a fee and returns a decision in 15 calendar days.
Stage 5 — Adjustment of status or consular processing. When your priority date is current in the monthly Visa Bulletin, you file I-485 (inside the U.S.) or DS-260 through a U.S. consulate (outside the U.S.). Include medical exam, biometrics, background checks, and affidavit of support where applicable.
Typical total timeline:
| Route | Realistic Timeframe |
|---|---|
| EB-1A / EB-1B / EB-1C | 6 – 18 months |
| EB-2 NIW | 12 – 24 months |
| EB-2/EB-3 (no backlog country) | 18 – 36 months |
| EB-2/EB-3 India | Many years (decades in some categories) |
| EB-3 other workers | 2 – 5+ years |
| EB-5 direct/regional center | 18 – 36 months |
Temporary Work Visas That Lead to Sponsorship
Most employment-based green cards begin with a temporary visa. Choosing the right one affects salary, portability, and whether your spouse can work.
| Visa | Profile | Duration | Dual Intent? |
|---|---|---|---|
| H-1B | Specialty occupation, bachelor’s+ | 3 + 3 years | Yes |
| L-1A / L-1B | Intracompany transferee | Up to 7 / 5 years | Yes |
| O-1 | Extraordinary ability | Up to 3 years, extendable | Yes |
| TN | USMCA professionals (Canada/Mexico) | 3-year increments | No |
| E-3 | Australian professionals | 2-year increments | No |
| H-1B1 | Chile/Singapore professionals | 1-year increments | No |
| E-2 | Treaty investor | Indefinite renewals | No |
| J-1 | Trainee/exchange visitor | Program-based | No (212(e) risk) |
| F-1 OPT / STEM OPT | Students | 1–3 years | No |
The H-1B reality: the cap is 85,000 annually (65,000 general plus 20,000 for U.S. master’s or higher holders), allocated by lottery in March for an October 1 start. Cap-exempt employers (universities, nonprofit research organizations, government research) can file anytime. Because the lottery is random, most applicants pair an H-1B strategy with a parallel green card strategy so they are not stranded at the six-year limit.
Nonimmigrant filing fees for employers (illustrative, verify current figures): base petition fee, fraud prevention and detection fee, ACWIA training fee based on employer size, and the additional fee for employers with 50 or more U.S. workers where more than half are in H-1B or L-1 status. Premium processing is available for most categories.
Salary Ranges and Prevailing Wage Expectations
Sponsorship is not charity: the employer must pay at least the prevailing wage, and the offered wage must match the job’s requirements. Salaries below the 45th percentile for the area will draw scrutiny and will fail PERM if the role’s requirements were written to exclude U.S. workers.
Illustrative U.S. salary bands (verify current OFLC wage data for your city and SOC code):
| Occupation | Typical Annual Range (USD) |
|---|---|
| Software developer / engineer | $95,000 – $190,000 |
| Data scientist / ML engineer | $110,000 – $210,000 |
| Registered nurse | $70,000 – $120,000 |
| Physical therapist | $90,000 – $130,000 |
| Electrical engineer | $85,000 – $145,000 |
| Mechanical engineer | $80,000 – $135,000 |
| Accountant / auditor | $60,000 – $115,000 |
| Financial analyst | $70,000 – $135,000 |
| Marketing manager | $80,000 – $155,000 |
| Physician (attending) | $220,000 – $400,000+ |
| Resident physician (PGY) | $60,000 – $78,000 |
| Skilled trades / “other worker” | $30,000 – $60,000 |
Where the money is: metropolitan corridors pay premiums but also cost more. Expect higher prevailing wages in San Francisco, New York, Seattle, Boston, Washington D.C., Austin, Denver, and Chicago, and lower thresholds in the Midwest, Southeast, and smaller metros. Location changes the wage determination, so a role that qualifies in one city may fail in another.
Compensation beyond salary:employers sponsoring senior talent often include relocation allowances, signing bonuses, immigration legal fee reimbursement, health insurance, retirement contributions, and tuition support. Ask for the immigration fee clause in writing before signing.
Permanent Residence Pathways and Settlement Benefits
PR pathways ranked by speed and risk:
- EB-1A self-petition — fastest, no employer needed, but evidence bar is high.
- EB-1B/EB-1C — employer-backed, no PERM.
- EB-2 National Interest Waiver — self-petition possible, no PERM.
- EB-2/EB-3 PERM — employer-driven, most common, slowest for backlog countries.
- EB-4 special immigrant — narrow eligibility (religious workers, certain Afghan/Iraqi translators, SIJ, broadcasters, and others).
- EB-5 investor — capital-driven, job creation required.
What a green card gives you:indefinite right to live and work anywhere in the U.S., no employer tether, the ability to change jobs or start a business, eligibility for Social Security and Medicare after qualifying work, in-state tuition considerations in some states, travel flexibility with a re-entry permit for long absences, and a path to citizenship after five years (three years if married to and living with a U.S. citizen).
Family benefits: your spouse and unmarried children under 21 may accompany you as derivatives; spouses may apply for work authorization (I-765) while I-485 is pending, and children may attend school as residents. Children who age out risk losing derivative status — a real reason to file early and monitor CSPA protections.
Travel during the process: advance parole (I-131) protects pending I-485 applicants; abandoning a pending application by leaving without it can be fatal to the case. H-1B and L-1 holders travel with valid visas, but check the visa stamp and re-entry requirements.
Employment Agency to Find Opportunities — International Recruitment
Many candidates find sponsored roles through international recruitment agencies rather than direct applications. The table below is a template you should verify locally— agency names, addresses, and phone numbers change, and listing unverified contacts would put you at risk. Search each agency in your country’s corporate registry, check reviews on at least two independent platforms, and confirm whether the agency is licensed to operate as a recruitment contractor.
| How to Vet an Agency | What to Confirm | Red Flags |
|---|---|---|
| Registration check | Business license, recruiter ID | Refuses to give written contract |
| Fee policy | Who pays, in writing | Asks you to pay placement fees |
| Client list | Real employer names | Vague “partners” |
| Success record | References from placed workers | Guarantees a visa |
| Communications | Verified domain email | Personal Gmail/WhatsApp only |
Fee rule that protects you: under U.S. law the employer, not the worker, pays H-1B filing fees (base, fraud prevention, ACWIA, and public law fees). Any agent who demands large upfront payments for a “guaranteed” visa is almost certainly fraudulent. Legitimate agencies earn their money from employers.
Where international recruiters operate: look for firms registered with the staffing association in your country (for example, ASA member firms in the U.S., REC members in the UK, RCSA members in Australia, APSCO in the UK for professional staffing), plus multinational staffing brands with dedicated cross-border desks. Ask specifically whether they handle employer-of-record sponsorship, relocation packages, and immigration legal referrals.
What a good agency provides: CV localization, salary benchmarking, interview coaching, visa category screening, and a written service agreement. What they cannot provide: a promise of sponsorship, an inside track on the lottery, or legal advice.
Visa Requirements for Employment
General requirements across sponsored categories:
- A U.S. employer willing to petition for you and pay the required fees.
- A job that matches your qualifications, with documented requirements.
- Proof of education (degrees, transcripts, credential evaluation where needed).
- Proof of experience (offer letters, pay slips, tax records, references).
- Clean background; no disqualifying criminal or immigration history.
- Medical examination and, for immigrant visas, vaccination records.
- Valid passport with sufficient validity.
- Financial documentation showing the employer’s ability to pay (I-140) or the petitioning entity’s capacity (L-1).
Category-specific notes:
- H-1B: specialty occupation requiring a bachelor’s or higher in a directly related field; the degree requirement must be normal for the industry. Credential evaluation is essential for foreign degrees.
- L-1: one continuous year of qualifying employment abroad within three years with the same employer, affiliate, or subsidiary; managerial/executive (L-1A) or specialized knowledge (L-1B).
- O-1: extraordinary ability with extensive documentation — awards, publications, media, high salary, membership in elite associations.
- TN: specific profession list under USMCA; Canadians apply at the border, Mexicans at a consulate.
- E-2: substantial investment in a real, operating enterprise from a treaty country.
- J-1: program sponsor designated by the State Department; check the two-year home-residency requirement before planning permanent residence.
Steps to Get Visa Sponsorship (Practical Sequence)
- Audit your profile. Degree equivalency, years of experience, publications, awards, languages, and any prior immigration history.
- Choose the target visa and green card category. Your attorney should map this in writing.
- Prepare a U.S.-style CV and cover letter. One page for most roles; quantify achievements; include the exact job title you are targeting.
- Apply to employers with documented sponsorship history. Use the company lists below and filter job boards for “visa sponsorship.”
- Screen the employer. Ask directly: “Do you sponsor H-1B or employment-based green cards for this role, and will you cover legal fees?”
- Pass interviews. Expect technical rounds, salary benchmarking, and sometimes a case study.
- Receive the offer and review the immigration clause.Confirm start date, wage, fee responsibility, and relocation support.
- File the nonimmigrant petition(lottery for H-1B) or begin PERM.
- Attend biometrics and interview if required.
- Track the Visa Bulletin and file I-485 or DS-260 when current.
- Maintain status throughout — no unauthorized work, no gaps in employer sponsorship without legal advice.
List of Companies Offering Visa Sponsored Jobs
Sponsorship policies change quarterly and vary by business unit, so treat this as a starting list to verify on each company’s careers page.
| Sector | Known Sponsors (verify current policy) |
|---|---|
| Technology | Google, Microsoft, Amazon, Apple, Meta, Intel, Nvidia, Oracle, Salesforce, Adobe, Cisco |
| Consulting / services | Deloitte, Accenture, PwC, EY, KPMG, Capgemini, Cognizant, Infosys, TCS, Wipro |
| Financial services | JPMorgan Chase, Goldman Sachs, Morgan Stanley, Citigroup, Bank of America, Visa |
| Healthcare | Mayo Clinic, Cleveland Clinic, Kaiser Permanente, HCA Healthcare, UnitedHealth Group |
| Engineering / energy | Tesla, Lockheed Martin, Boeing, Shell, ExxonMobil, Siemens, GE |
| Retail / consumer | Amazon, Walmart, Target, Costco, PepsiCo |
| Pharma / biotech | Pfizer, Johnson & Johnson, Moderna, Amgen, Roche, Novartis |
How to verify: search the company’s careers site for “visa sponsorship” or “immigration support,” check their H-1B disclosure filings (public data), and ask the recruiter in writing. Large employers often have dedicated immigration teams and predictable processes; smaller employers may sponsor only for hard-to-fill roles.
Highest-success roles for sponsorship: software engineers, data scientists, cloud architects, cybersecurity analysts, electrical and mechanical engineers, accountants, nurses and physical therapists, physicians, finance analysts, and specialized manufacturing roles.
Application Requirements and Documents
For the worker:
| Document | Notes |
|---|---|
| Passport | Valid 6+ months beyond intended stay |
| Degrees and transcripts | Original + certified English translation |
| Credential evaluation | For U.S. degree equivalency (H-1B) |
| Resume/CV | Detailed, dated, employer-signed letters for experience |
| Experience letters | Job title, dates, duties, hours, salary, contact |
| Licenses/certifications | Professional registrations where required |
| Test scores | IELTS/TOEFL if required by the role |
| Photo | U.S. visa format |
| Prior immigration records | All prior petitions, denials, visa refusals |
For the employer (PERM/I-140): job description, recruitment plan and results, prevailing wage determination, tax returns or audited financials proving ability to pay, company formation documents, and organizational charts for L-1 managerial roles.
For immigrant processing: I-140 approval notice, approved PERM, DS-260 confirmation, medical exam (sealed), DS-160 or I-485 as applicable, affidavit of support documents, biometrics, police certificates where required, and visa fee receipts.
Document discipline tips: keep every recruitment ad and every resume rejection; store everything in a dated folder; never alter a document; translate anything not in English through a certified translator; and never sign a form you have not read.
Meeting the Eligibility Requirements
Eligibility is a chain: the job must require your level of education, the employer must be able to pay, and you must actually hold the qualifications. Common failure points:
- Job requirements that exceed what the role genuinely needs (DOL may view this as discrimination against U.S. workers).
- Degree not matching the specialty — a random bachelor’s does not satisfy H-1B.
- Foreign degree not evaluated, or evaluated by a non-recognized service.
- Experience letters that lack dates, duties, or signatures.
- Employer unable to prove ability to pay the offered wage.
- Prior overstay or unlawful employment creating bars to adjustment.
- Misrepresentation of a degree, job title, or date — grounds for permanent inadmissibility.
Special cases: nurses should look at EB-3 and Schedule A designations where applicable; physicians may qualify for Conrad 30 J-1 waivers; researchers may fit EB-1B or EB-2 NIW; managers of multinational firms should explore L-1A to EB-1C.
Applying at the Embassy — Work Visa Verification
Nonimmigrant work visa (H-1B, L-1, O-1, TN, E-3):
- Employer’s petition approved by USCIS (Form I-797).
- Complete the DS-160 online and pay the machine-readable visa fee.
- Book the appointment through the official U.S. Department of State portal for your country.
- Attend the interview with your petition approval, passport, photo, degree, experience letters, and employer letters.
- If approved, the visa is placed in your passport; entry is at a port of entry where CBP makes the final decision.
Immigrant visa (green card through employer):
- I-140 approved and priority date current in the Visa Bulletin.
- NVC processes the case and issues a fee bill and case number.
- Complete DS-260, submit civil documents, and attend the medical exam.
- Attend the consular interview; if approved, receive an immigrant visa and enter the U.S. to be admitted as a lawful permanent resident.
Verification habits: keep the DS-160/DS-260 confirmation numbers, check the appointment status only through official portals, and never share OTPs or document uploads with third parties. If a “consulate” contacts you by phone asking for payment, it is a scam.
Mistakes to Avoid During the Process — Immigration Errors
- Quitting before I-485 is adjudicated. AC21 portability allows job changes after 180 days of a pending I-485 and a same-or-similar role — but the rules are strict and timing-sensitive.
- Letting the priority date pass without filing. Retaining an old priority date requires the same employer, same or similar job, and prompt filing.
- Destroying recruitment evidence. A DOL audit without complete documentation kills a PERM.
- Underpaying. Offering below prevailing wage is both a denial reason and a legal violation.
- Misrepresenting credentials.One false statement can trigger permanent inadmissibility.
- Hiring a “consultant” who is not a lawyer. Notarios and unauthorized consultants frequently cause denials. Verify accreditation.
- Missing RFE deadlines.Requests for Evidence have hard deadlines.
- Ignoring the Visa Bulletin.Filing too early wastes fees; filing too late costs months.
- Working without authorization.Even one day of unauthorized work can bar adjustment.
- Paying fees to recruiters.Employer pays U.S. filing fees — period.
Possible Websites to Apply for Sponsorship Visas
Official government sources (start here):
| Purpose | Official Site |
|---|---|
| USCIS forms, status, fees | uscis.gov |
| DOL prevailing wage and PERM (FLAG) | flag.dol.gov |
| Visa Bulletin | travel.state.gov / Department of State |
| Nonimmigrant visa appointment | ustraveldocs.com (country-specific) |
| Immigrant visa (NVC) | travel.state.gov / CEAC |
| Find a licensed attorney | your state bar; AILA lawyer search |
| Verify accredited representatives | DOJ EOIR website |
Job search with sponsorship filters:major job boards (Indeed, LinkedIn, Glassdoor, CareerBuilder, Dice for tech), employer career pages, university career centers, and professional associations. Third-party H-1B data sites can show which employers filed, but they are not official — use them for research, not for filings.
Never use random “visa sponsorship guaranteed” websites, WhatsApp-only agents, or sites that ask for payment before a written contract.
Embassy Contacts and Verification
Do not rely on phone numbers found in search ads or social media.Fraudulent “embassy call centers” are a well-documented scam. Use only these channels:
- U.S. Department of State travel and visa information:travel.state.gov — country-specific embassy and consulate pages list official addresses, phone numbers, and appointment links.
- USCIS Contact Center: the official number is published on uscis.gov (800-375-5283 for general inquiries); confirm on the site.
- DOL wage and PERM inquiries:the Department of Labor publishes help desk details on dol.gov.
- State bar lawyer lookup: search the bar of the state where the attorney practices.
- AILA (American Immigration Lawyers Association): member directory for immigration specialists.
Verification checklist for any agency or attorney: license number, physical office address, professional liability insurance, written fee agreement, no guarantees of outcomes, and willingness to communicate in writing. If a contact refuses to give a verifiable address, walk away.
For international recruitment agencies: search the agency name plus “complaint,” check the national staffing association directory, and require a written contract listing services, fees, refund terms, and the employer client’s name.
How to Choose an Employment-Based Green Card Attorney
Ask these ten questions in the first consultation:
- Are you licensed in this state, and in good standing?
- How many PERM/I-140 cases have you handled in my industry?
- Will you be the attorney handling my case, or a paralegal?
- What is the flat fee, and what is excluded?
- How do you handle audits and supervised recruitment?
- What is your assessment of my EB category and timeline?
- Do you handle consular processing as well as adjustment?
- Can you provide references or sample outcomes (without client names)?
- How do you handle job changes and priority date retention?
- Do you carry malpractice insurance and follow AILA standards?
Warning signs: guaranteed approvals, fees paid in cash with no receipt, pressure to sign immediately, refusal to give a written engagement letter, and suggestions to exaggerate your résumé.
Fees, Timelines, and Costs at a Glance
| Stage | Government Fee (approx.) | Attorney Fee (approx.) | Time |
|---|---|---|---|
| Prevailing wage determination | Free | Included | 1 – 2 weeks |
| PERM recruitment + filing | Free (ads cost separately) | $3,500 – $8,000 | 6 – 12 months |
| I-140 | ~$715 + premium | $2,500 – $7,500 | 6 months (15 days premium) |
| I-485 | ~$1,140 – $1,440 | $3,000 – $7,500 | 6 – 24 months |
| DS-260 consular | ~$345 | Varies | 4 – 10 months |
| H-1B petition | Employer fees (varies) | $1,500 – $6,000 | 1 – 3 months |
Figures are illustrative as of 2024–2025 and change; confirm every fee on the official agency site before filing.
Frequently Asked Questions
Can I apply for an employment-based green card without an employer?
Yes, in limited cases: EB-1A extraordinary ability and EB-2 National Interest Waiver both allow self-petitioning. EB-5 is investment-based. Most other categories require an employer sponsor.
Does my employer have to pay my attorney fees?
For PERM and I-140, yes — the employer must pay all filing and recruitment costs. For I-485, the employer may pay but is not required to; H-1B fees are also the employer’s obligation.
How long does the whole process take?
EB-1 categories often finish in under two years. EB-2/EB-3 without backlog typically takes 18–36 months. Backlog countries can wait many years, so parallel strategies (NIW, EB-1A, or cross-chargeability) matter.
Can I change jobs during the process?
Before I-485 is pending 180 days, generally no. After that, AC21 portability allows moves to a same or similar role if the new employer files an I-485 supplement and the priority date is retained. Get legal advice first.
Does a denied PERM end my chances?
No, but it delays the priority date. Denials happen for recruitment errors, job requirement mismatches, or wage issues — all preventable with counsel.
Is a job offer required for a work visa?
Yes for H-1B, L-1, and O-1 (a U.S. employer or agent must petition). TN and E-3 also require offers. E-2 requires an investment, not necessarily employment by another company.
Can my spouse work?
On an approved I-485 pending 180 days, a spouse may apply for an EAD. H-4 spouses of certain H-1B holders may also qualify. Otherwise, spouses generally need their own status.
How do I verify an embassy or consulate?
Use only travel.state.gov country pages. Call the listed official number. Never trust numbers from paid ads, and never send money to a caller claiming to be a consulate.
Final Action Checklist
- Confirm your degree equivalency and occupation’s SOC code.
- Check the current Visa Bulletin and your target EB category.
- Shortlist 15–25 employers with documented sponsorship history.
- Book a consult with an employment-based green card attorney.
- Ask your chosen employer in writing about sponsorship and fees.
- Assemble documents per the checklist above.
- File nonimmigrant petition or PERM with counsel.
- Track priority date, respond to RFEs within days, and never work without authorization.
- Verify every agency, recruiter, and embassy contact through official channels.
- Keep copies of everything, and never pay a recruiter for a “guaranteed” visa.
Disclaimer: This guide is general information, not legal advice. Immigration law, fees, and processing times change frequently and depend on individual facts, country of birth, and priority date. Confirm all figures and requirements with a licensed immigration attorney and the official USCIS, Department of Labor, and Department of State websites before filing. Agency and employer policies listed here must be independently verified.
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