U.S. employer resources
Verifying the employer matters more than counting employers
Almost all the risk in employment-based immigration concentrates on one question: is the employer and the job real and sustainable? Our job isn't to hand you a list — it's to tell you which tier of verification each employer actually holds up under.
Wording matters
An employer does not "provide a green card." The accurate statement is: a verified U.S. employer offers a real, long-term job and supports an employment-based immigration process where lawful and applicable. The outcome is decided by the government, not by the employer or any service provider.
Four checks
What we verify about an employer
Is the employer a genuine operating business?
Registration and standing, years in operation, industry licenses, actual place of business and operating records. An entity set up on paper just for immigration purposes carries materially higher risk.
Is the job real and does it exist long-term?
Whether the role is full-time, whether the duties match what's filed, whether the need existed before the petition, and how similarly-situated employees are staffed.
Can the employer actually afford to pay?
We use financial records to judge whether the employer can sustain the required wage over time — not just a number written on a form.
Are fees being allocated lawfully?
Costs the law requires the employer to bear must not be shifted to the applicant. Any arrangement that asks an applicant to "buy a job" or cover employer-borne fees is a hard line we refuse.
Risk scenarios
Employer closures, withdrawals and layoffs
This risk can't be eliminated — only understood ahead of time, with room to respond.
A downturn in the employer's business, an acquisition, or a change in staffing plans can all lead to a petition being suspended or withdrawn. The longer the wait, the more this risk accumulates — so when choosing an employer, operating stability matters more than the job title.
When something changes, the realistic options usually include: refiling with a new employer, retaining a priority date where eligible, or adjusting the pathway. What's actually feasible depends on the stage of the case and its specific facts, and must be judged by an attorney.
Service scope
What we actually do on an employer-sponsored case
We do not publish an employer list first and verify later. Here is the work itself, and the order it happens in.
Employer and job verification
Registration and standing, years in operation and premises, industry licenses, whether the role is genuinely needed and full-time, and the financial basis for ability to pay.
Category and backlog assessment
Matching education, experience and job requirements to EB-2 / EB-3 / EW-3, and what the queue means in real waiting time.
Process and document organization
PERM recruitment steps and records, prevailing-wage confirmation, job descriptions and evidence checklists.
Fees and lawful limits
Which fees the employer must bear by law, and which arrangements are lines we will not cross.
Order of work
- 01 Eligibility review
- Whether education, experience and your target timeline fit an employer-sponsored route at all.
- 02 Employer verification
- Before discussing any role, verify the entity, its operating status and ability to pay.
- 03 Role and category
- Confirm genuine need, wage level and filing category, and set backlog expectations.
- 04 Legal stage and filing
- Counsel owns the legal judgment and documents through PERM, I-140 and the stages that follow.
Boutique team, by appointment
Want to know the realistic odds for a role like yours?
Tell us your education, experience and target timeline. We'll tell you which category may fit, how long the queue actually means, and which expectations aren't realistic.
We only collect basic contact details and one short question. Please do not send passport data, A-numbers, receipt numbers, bank statements or a full case history.