Guide section
Employer routes at a glance
For the United States, most international hires follow one of these employer-led paths:
H-1B (specialty occupation): Common skilled route; many employers face annual lottery/cap risk. Prevailing wage and role fit are central.
O-1 / other specialty categories: Extraordinary ability and related categories — no H-1B lottery, but higher evidence bar.
L-1 (intra-company transfer): Where you already have related entities and qualifying employment history.
TN (Canada / Mexico): CUSMA/USMCA professional categories for eligible nationals — often faster than H-1B when it fits.
Remote / EOR in the worker’s country: When the work does not need US presence and you lack appetite for petition risk.
Pick the model before the job ad
Decide sponsorship / petition vs remote / EOR before you publish. Wrong labelling wastes candidates and creates compliance risk. Use the International Hiring Hub to map role × destination.
Guide section
What employers typically must do
Exact duties depend on the route, but US employers usually own:
Role & wage: Job must fit the chosen category; H-1B typically requires prevailing wage compliance.
Petition ownership: Employer (or counsel) drives USCIS filing strategy, evidence, and responses.
Public access / LCA duties: Where applicable, maintain required labour condition records.
Honest job ads: State whether sponsorship is offered and which locations are real — not aspirational.
Guide section
Cost shape (for finance)
Budget a petition package (fees + counsel) separately from relocation. Lottery/cap risk means some H-1B budgets should include contingency for a delayed or failed year.
Illustrative US cost categories — not a live fee schedule
| Category | Who usually pays | Notes |
|---|---|---|
| Government / filing fees | Employer (usually) | Varies heavily by category and premium processing |
| Immigration counsel | Employer | Often the largest predictable employer cost |
| Premium / expedite | Employer (optional) | Where available — trades money for time |
| Relocation / settling | Employer (optional) | Housing, flights, temporary stay |
| Worker application costs | Often worker | Some employers reimburse as a benefit |
Model it in GSH
Open the international hiring cost planner and select the United States for an editable worksheet.
Guide section
Timeline and risk
H-1B cap season: Selection cycles create multi-month uncertainty before a start date is real.
Petition + processing: Even after selection/filing, biometrics and adjudication add weeks to months.
Non-cap routes: O-1, L-1, TN can be faster when eligibility is clear — still not ‘next week’.
Do not promise start dates you cannot control
Government processing, lottery/caps, biometrics, and document readiness sit outside your ATS. Brief hiring managers with ranges, not single dates.
Guide section
When remote or EOR may fit better
Prefer remote/EOR when the role can be performed outside the US, you are testing a market, or you cannot absorb H-1B lottery uncertainty for a critical start date.
Compare models
Read EOR vs sponsorship before you force an onshore visa path.
Guide section
Next steps on Global Sponsor Hub
- 1
Run the Hiring Hub: Answer role × US in the International Hiring Hub.
- 2
Budget honestly: Use the cost planner (US worksheet).
- 3
Bring in specialists if needed: Browse immigration advisers for petition / permit strategy.
- 4
Start hiring: Create a free employer profile and post the role with clear location, visa, and relocation labelling.
Next step
Put this into action on Global Sponsor Hub
Start free with a company profile, connect roles you already advertise, or review Growth / Scale when you want on-platform applications and hiring tools.
Need immigration or relocation support? Browse mobility partners or list your firm.
What's next
Related guides and links
More on this site: related guides, official government pages to double-check rules and fees, and quick links to jobs and partners.
Guides that pair well with this page
- International Hiring HubRole × country workflow: licence need, costs, partners, and next actions.Open guide
- International hiring cost plannerGlobal hiring cost planner: UK Home Office fees plus destination worksheets.Open guide
- USA work visa guide (candidate view)More structured steps and links on the next page.Open guide
- EOR vs sponsorshipEmployer Success Centre guidance for sponsorship and international hiring.Open guide
Official sources
Always verify with official sources
Visa rules and salary thresholds change. Confirm current requirements directly on government immigration portals before making any decisions.
| Source | Why open it |
|---|---|
| USCIS — working in the United States | Official government or regulator page—verify eligibility, fees, and forms there. |
| DOL — Foreign Labor Certification Data Center | Official government or regulator page—verify eligibility, fees, and forms there. |
Official government or regulator page—verify eligibility, fees, and forms there.
Keep exploring
Everything in one place
Employer jobs stay on the hub. External roles open elsewhere but say so. Partners list in the directory. Guides sit next to search.
Ready to act
Explore employer toolsCommon questions
Should every US job ad say ‘visa sponsorship available’?+
Only if you mean it for that role and location. False sponsorship signals damage trust and attract applications you cannot progress.
Is H-1B the only option?+
No. Depending on nationality, seniority, and entity structure, O-1, L-1, TN, or other categories may fit better — take counsel early.
Can we hire someone in India for a US company without a US visa?+
Often yes via local employment or EOR if the work stays offshore. That is a different model from US sponsorship — not a shortcut to US work authorisation.