Background
Priya, a software engineer from India, was nearing the end of her Optional Practical Training (OPT) after completing her master’s degree in computer science. She had received a job offer from a mid-sized tech company in California but had concerns about the H-1B visa lottery and the application process.
The Challenge
Priya’s OPT was expiring in five months. Her employer had never sponsored an H-1B visa before and was unfamiliar with the process. Additionally, there were concerns about the role meeting the “specialty occupation” requirements due to the company’s relatively flat job structure.
Our Approach
We began by working directly with Priya’s employer to prepare a strong H-1B petition. This included:
- • Advising on job title and responsibilities to meet USCIS standards for a specialty occupation.
- • Gathering evidence to demonstrate the company’s legitimacy and Priya’s qualifications.
- • Filing the petition under the master’s cap to increase her chances in the lottery.
We also provided guidance on how to maintain lawful status during the cap-gap period, just in case there were delays.
The Outcome
Priya’s petition was selected in the first round of the H-1B lottery. Within three months, she received approval without a Request for Evidence (RFE). She is now continuing her career in the U.S. and her employer has begun planning for green card sponsorship.
Client Feedback
“I felt completely lost about the H-1B process until I found this firm. They not only helped me but also educated my employer on the steps involved. I couldn’t have asked for better support.”
Background
One of our client is a growing IT consulting firm that places skilled tech professionals at client sites across the U.S. The company had previously faced delays and RFEs (Requests for Evidence) in its H-1B filings due to inconsistencies in documentation and concerns over “third-party placement” issues raised by USCIS.
Challenges
- • Third-party placement scrutiny: USCIS has increasingly questioned H-1B petitions involving client-site work.
- • Bachelor's from a non-U.S. institution: USCIS required educational equivalency proof for Employees Indian degree.
- • Previous RFE history: The company had been flagged for inconsistent client letters and vague job descriptions in prior filings.
Our Approach
- 1. Initial Compliance Review We audited the company's past H-1B filings to identify gaps and ensure all new case are airtight.
-
2.
Detailed Itinerary & Contract
Evidence
We prepared a comprehensive petition package
including:
- o A signed client letter clearly stating the nature of the job, duration, and control/supervision
- o A detailed itinerary of services
- o MSA (Master Service Agreement) and SOW (Statement of Work) documentation
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3.
Specialty Occupation Documentation
We mapped the Systems Analyst role to SOC codes
and included:
- o An expert opinion letter confirming the degree/job match
- o An academic equivalency evaluation for Employee’s Indian degree
- o Detailed job duties with technical language aligned with industry standards
- 4. Employer Training & Policy Guidance – Team had conducted a virtual workshop for client’s HR and operations team on LCA compliance, recordkeeping, and handling future site visits.
Outcome
H-1B Petitions successfully filed
- ✔️ Approval Granted Without a Request for Evidence (RFE)
- ✔️ No Delays or USCIS Site Inspections
- ✔️ Seamless Transition to H-1B Status for the Employee
Client Overview
- Name: Neha T.
- Nationality: India
- Occupation: Senior Software Engineer
- Employer: Mid-size Healthcare IT Company
- Education: M.S. in Computer Science (U.S.)
- Green Card Category: EB-2 (PERM-based)
Background
Neha was on her 4th year of H-1B status and working for a healthcare tech firm that wanted to retain her long-term. She had a strong academic and professional background but had never gone through the green card process before. Her employer needed help navigating the PERM labor certification and I-140 stages smoothly and efficiently.
Challenges
- • Time-sensitive: Needed to begin the green card process before H-1B max-out.
- • Limited internal HR support: The employer had never sponsored a green card before.
- • Highly competitive job market: Required careful job description drafting for DOL compliance.
Our Approach
- • Conducted a thorough intake to understand the role and create a PERM strategy.
- • Drafted a precise job description and minimum requirements to balance legal compliance with real-world duties.
- • Managed the entire PERM process, including prevailing wage request, job postings, and audit-proof recruitment steps.
- • Filed I-140 petition with premium processing once PERM was approved.
Results
- ✅ PERM Approved
- ✅ I-140 Approved in 11 calendar days via Premium Processing
- ✅ Employer now sponsors other employees through our streamlined process