One workforce strategy. Distinct local realities.

Restaurant groups often share systems while operating very different kitchens, concepts, and labor markets. A useful permanent-workforce plan begins with the individual job and worksite—not a group-wide assumption that every location is interchangeable.

Role examples, not eligibility determinations

  • Line cook
  • Prep cook
  • Dishroom and sanitation associate
  • Bakery production worker
  • Restaurant support associate

The operating reality

A title can hide different jobs

A “cook” role may mean a different menu, station, experience level, and pace at each concept. Document duties honestly before discussing a role across multiple sites.

Worksites shape the plan

Each position’s location, schedule, reporting structure, and anticipated work must be clear. Expansion or transfers can require careful review rather than informal assumptions.

The group needs a single source of truth

Operations, HR, finance, and counsel need a consistent view of approved role details and required employer actions while preserving location-level accuracy.

Design the portfolio before the positions

A clear sequence helps leadership test fit without treating unlike restaurants as one template.

  1. Segment concepts and sites

    Group locations only where the actual work, worksite terms, and operating structure support it.

  2. Write role profiles

    Describe duties, minimum requirements, schedule, supervision, and location for each genuine position.

  3. Set ownership

    Name the operations and HR owners for recruitment records, documentation, wage discussions, and ongoing updates.

  4. Review before scaling

    Ask qualified immigration counsel to review the proposed roles and employer obligations before expanding the plan.

What planning does—and does not—mean

EB-3 is a permanent-residence pathway tied to a permanent, full-time job; it is not temporary staffing. Employers should be prepared to define and support the genuine role, participate in required recruitment and documentation, and meet applicable wage, petition, and compliance responsibilities. Immilink does not charge an employer a placement fee. Employer wages, recruitment, and employer-required legal or compliance costs are separate and may apply. Review responsibilities and cost allocation with qualified immigration counsel.

Immilink coordinates role information, case updates, and document requests with your team and the legal professionals involved. The employer remains responsible for its hiring decisions and obligations; qualified counsel provides case-specific legal advice.

Frequently asked questions

Can one role cover every restaurant in our group?

Not automatically. Duties, requirements, worksite, and employment terms must reflect the real position. Counsel should review whether locations and roles can appropriately be handled together.

Is this a way to move temporary staff between concepts?

No. EB-3 is a long-term permanent, full-time employment pathway, not temporary staffing. Any worksite or role changes require careful review of applicable requirements.

Does Immilink charge a placement fee to the group?

Immilink does not charge employers a placement fee. The employer remains responsible for wages and any employer-required recruitment, legal, or compliance costs. Cost allocation should be reviewed with counsel.

Can we predict when a worker will start?

No guaranteed arrival date or availability can be promised. Government processing, visa availability, and individual circumstances affect outcomes and timing.

Start a planning conversation

Bring one representative concept and worksite to the first planning conversation.

Discuss your actual role and obligations

Talk with our employer team · Email our employer team

Create an employer account · Broad employer information

General planning information, not legal advice. No eligibility, availability, arrival date, or worker tenure is guaranteed.