A considered approach to your permanent workforce.

Explore EB-3 employer sponsorship with a clear view of the work, the responsibilities, and the time involved. For genuine permanent, full-time roles—not the next open shift.

EB-3 employer sponsorship, explained

EB-3 is an employment-based permanent-residence process tied to a genuine permanent, full-time position. It is a long-term consideration—not a source of immediate labor. Government processing, visa availability, and individual circumstances can affect eligibility, timing, and outcomes. Employers remain responsible for applicable wages and employer-required recruitment, legal, and compliance costs. Immilink does not charge an employer a placement fee. Discuss the role and obligations with qualified immigration counsel.

A clear process, with shared responsibilities

  1. Define the real job

    Start with the duties, worksite, schedule, requirements, and long-term business need. The role and employer’s facts—not an industry label—determine what needs review.

  2. Review wages and recruitment

    Qualified counsel reviews the appropriate wage and required labor-market recruitment. Employers participate in recruitment, keep records, and meet their applicable cost obligations.

  3. Prepare and coordinate filings

    The legal team prepares the relevant labor certification and immigrant petition. The employer supplies accurate business and role information, including financial evidence where required.

  4. Plan around an uncertain horizon

    Government decisions, visa availability, and individual circumstances affect whether and when employment may begin. Keep a separate staffing plan for immediate needs; no arrival date or tenure is promised.

What your team brings to the process

  • Actual permanent, full-time duties and requirements
  • Worksite, supervision, and schedule
  • Applicable wage and financial evidence
  • Required recruitment and recordkeeping
  • Disclosure of material business or role changes

What coordinated support looks like

A clear starting point

Organize the role and business information that your team and qualified counsel need to review.

A coordinated working process

Bring document requests and case updates into a shared employer workflow, with responsibilities kept visible.

A conversation grounded in your operation

Use an industry briefing to discuss the realities of your business—not a blanket eligibility or capacity claim.

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

Is EB-3 temporary staffing?

No. EB-3 is an employment-based permanent-residence category involving a genuine permanent, full-time job offer. It is not a temporary staffing service, an immediate hiring solution, or a guarantee of approval.

When could someone begin employment?

There is no promised start or arrival date. Government processing, visa availability, country of chargeability, and individual circumstances affect the timeline. Some cases can take years. Discuss current case-specific expectations with qualified counsel and keep a separate plan for immediate coverage.

Does no placement fee mean no employer costs?

No. Immilink does not charge an employer placement fee. Wages, required recruitment, and applicable employer-paid legal or compliance costs are separate obligations. Required employer costs must not be shifted to workers. Review the scope and allocation of costs with qualified immigration counsel.

How many positions should an employer consider?

There is no default starting number in this overview. The genuine business need, job requirements, financial evidence, and case-specific facts need review. A conversation is not an assessment of eligibility or available capacity.

What wage and hours apply?

The job must be a genuine permanent, full-time role. Applicable prevailing-wage and other employment requirements depend on the actual position and facts. Do not assume the required wage matches current starting pay or that one schedule works for every case.

What if a worksite or the business changes?

Worksite, ownership, duties, and other material changes can affect a case. Raise planned changes with qualified counsel before assuming a filing can be transferred, amended, or continued unchanged.

Is a particular length of service guaranteed?

No. Permanent-role planning does not guarantee worker tenure or remove ordinary employment rights. Individual circumstances can change, and neither retention nor a replacement worker is promised here.

What should we bring to a first conversation?

Bring a description of the role, duties, worksites, schedule, supervision, and sustained staffing need. The first step is to understand your operation and the questions that need legal and financial review—not to make a commitment or promise eligibility.

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.