TIHU
Book

Pathway assessment

EB-2/EB-3 employer-sponsored assessment form

This route is filed by an employer, so the assessment has two parts: the worker side verifies education and experience, the employer side examines the position and the employer's position. Fill both if you already have a U.S. employer; fill only the worker side if you do not. No account required — drafts stay in your browser.

Book an initial consultationFind the right pathway

What the employer-sponsored route examines

The EB-2/EB-3 employer route normally runs in three stages: the employer obtains PERM labor certification, files the I-140 petition, and you then adjust status or process through a consulate once your priority date is current. What PERM examines sits mainly on the employer's side: whether the position is genuine, whether the U.S. labor market was tested as required, and whether the employer can pay the prevailing wage. The worker side answers a different question: whether your education and experience meet the position's stated minimum requirements. The route only works when both sides hold.

How this form works

  • No registration. Your draft autosaves in this browser only and is not uploaded until you choose to submit.
  • Every field is optional while you work — record the facts you remember and refine later.
  • Each section explains why the item is asked and how to answer it. Read the note first if a field is unclear.
  • You can print or save a PDF copy for yourself at any time.
  • Submit only when you want our review: a name plus one contact method (email or phone) is all we need.
Draft autosaves in this browser

Basic information

Why this is asked：The employer files the petition, but the priority date and the visa belong to you, so start by fixing your own background and field.

How to answer：Write your name as it appears in your passport. Contact details are used only for our reply and are never displayed publicly.

Education

Why this is asked：The position's minimum degree requirement is the dividing line between EB-2 and EB-3: EB-2 typically calls for a master's or above (or a bachelor's plus five years of progressive experience); EB-3 professionals need a bachelor's and skilled workers need two years of training or experience. This section checks whether your actual credentials line up with the minimum the job could state.

How to answer：Start from secondary school and use credential names as printed. Part-time and overseas study can be listed and noted; equivalency to a U.S. degree is established by a formal evaluation.

Education and training

Employment history

Why this is asked：Two purposes: establishing whether your years of experience support EB-2's bachelor's-plus-five-years route or the EB-3 skilled-worker two-year requirement; and flagging a strict rule — experience gained with the sponsoring employer usually cannot count toward that employer's own minimum requirements, so record each role's employer accurately.

How to answer：List roles in order with real duties and outcomes. Experience is ultimately fixed by employment verification letters from past employers.

Employment and ventures

Licenses and language

Why this is asked：Licenses and industry certifications are sometimes written into a position's minimum requirements. English is not scored line by line in PERM, but it affects how the position can reasonably be defined and how you will perform, so record it candidly now.

How to answer：Give issuing bodies and dates for licenses and certificates. Describe practical working English; test scores are not required.

Licenses, industry certifications and professional credentials (if any)

English ability: what level of working communication can you handle

The employer

Employer-side review (complete if you already have a U.S. employer)

If you do not have a U.S. employer yet, leave this whole section empty and continue to submission. If an employer is willing to sponsor you, this section decides whether the route can work: PERM examines the employer, not you. Where possible, confirm the facts with the employer before answering.

Why this is asked：The employer is the applicant in the labor certification process. Review turns on four things: the position genuinely exists, the employer tested the U.S. labor market as required, PERM-stage costs are borne by the employer, and the employer can pay the prevailing wage. If any of these fails, the case stops there.

How to answer：When unsure, answer "No" and describe the actual situation — an honest gap found now is more useful than a hopeful yes.

Do you already have a U.S. employer willing to sponsor you?

The position the employer offers you and its main duties

Job title, reporting line and day-to-day duties. PERM's recruitment ads, minimum requirements and the prevailing wage determination are all built on this description — a bare title like "manager" or "engineer" is not enough.

Why does this position genuinely exist? What is the business need?

For example: current workload requires added staff, someone left and the seat must be filled, or a business line is expanding. The labor certification process examines whether the job and the hiring need are real — a position created only to obtain status is one of the most common failure points.

Does the employer understand and accept the PERM recruitment process (advertising the job and interviewing qualified U.S. applicants)?
Does the employer accept that PERM-stage costs (recruitment ads, attorney fees) must by regulation be paid by the employer?
Can and will the employer pay the prevailing wage for this position upon approval?

Anything else and recommendation letters

Anything else that may help

Information outside the categories above, including the points you feel least sure about.

Recommendation letters

Why this is asked：The common evidence on this route is the employment verification letter from past employers, fixing your years and duties against the position's minimum requirements. List which past employers could issue one.

How to answer：No drafts needed yet. Note who the writer would be, how they know you, and which specific fact they can attest to. Independent experts with no direct working relationship often carry more weight.

Visa and family background

Why this is asked：Prior visa applications and refusals affect how the consular or adjustment stage is handled, and that needs to be known at the outset rather than discovered before an interview. Relatives in the U.S. can indicate parallel options or a family timeline that must be planned alongside your case.

How to answer：Approximate dates are fine. A past refusal does not by itself end a case, but report it accurately — an undisclosed record causes far more trouble than the record itself.

Have you applied for immigrant, student or visitor visas before?
Have you ever been refused an immigrant, student or visitor visa?

Spouse and children, if any

Include birth years. If a child is approaching 21, the family timeline needs separate planning.

Do you or your spouse have relatives in the United States? Note the relationship and where they live.

Submit to TIHU for review

We will prepare an initial review based on the facts you entered and reply through the contact details you leave. Please double-check your name and contact information before submitting.

Draft autosaves in this browser

Looking at the other pathway too?

NIW (no employer needed) assessment
Explore pathwaysBook a consultation