Terminology

The H-1B is a visa in the United States under the Immigration and Nationality Act that allows U.S. employers to temporarily employ foreign workers in specialty occupations. A specialty occupation requires the application of specialized knowledge and a bachelor's degree or the equivalent in the specific specialty. H-1B visas are subject to an annual cap known by the U.S. Congress. This visa also allows the holder to apply for a green card if they wish to remain in the U.S. permanently.

International students in the United States on F-1 visas, particularly those eligible for Optional Practical Training (OPT) and the STEM OPT extension, need to find employment with an employer registered with the E-Verify program to legally work in the U.S. beyond their initial OPT period. The E-Verify requirement is crucial for those seeking the 24-month STEM OPT extension, as it ensures their employment complies with U.S. immigration laws, thereby extending their ability to gain practical experience in their field of study within the United States. This makes seeking E-Verify registered employers a critical step for international students aiming to maximize their work opportunities and career development in the U.S. after graduation.

The Program Electronic Review Management (PERM) is the system used by the U.S. Department of Labor (DOL) for processing labor certifications, which are the first step for certain foreign nationals to obtain an employment-based immigrant visa (Green Card). Under PERM, employers must demonstrate that there are no willing, qualified, and able U.S. workers available to fill the position being offered to a foreign worker, and that hiring a foreign worker will not adversely affect the wages and working conditions of similarly employed U.S. workers. The process involves conducting a series of recruitment activities to test the labor market before filing the application. If the labor certification is approved by the DOL, the employer can then proceed to file an immigrant visa petition with the U.S. Citizenship and Immigration Services (USCIS).

A company's H-1B USCIS History refers to its track record of petitions filed with and approved or denied by the United States Citizenship and Immigration Services (USCIS) for H-1B visas, which allow U.S. employers to temporarily employ foreign workers in specialty occupations. This history can indicate the company's experience and success rate in navigating the H-1B visa process.

A company's H-1B LCA History pertains to its record of Labor Condition Applications (LCAs) filed with the U.S. Department of Labor (DOL). The LCA is a necessary step before the H-1B visa petition, certifying that the employer will pay the prevailing wage and meet other specified conditions. This history reflects the company's compliance with labor regulations and its commitment to fair labor practices for H-1B employees.

Together, these histories help international job seekers assess potential employers' capabilities and trustworthiness in sponsoring H-1B visas and complying with labor laws, which is critical for making informed decisions about their employment options in the United States.

The United States Citizenship and Immigration Services (USCIS) is a component of the Department of Homeland Security (DHS). It administers the country's naturalization and immigration system, including the processing of applications for various immigration benefits such as citizenship, lawful permanent residency, family and employment-based visas, and asylum and refugee status. USCIS is the key agency for international students in the U.S., handling visa applications, work authorizations, and pathways to residency, pivotal for their academic and career aspirations.

The Labor Condition Application (LCA) is a document that a prospective employer must file with the U.S. Department of Labor when seeking to employ nonimmigrant workers in H-1B, H-1B1, and E-3 visa categories. The LCA is a requirement in the visa application process that ensures employees are paid at least the prevailing wage or the actual wage paid to similar employees, whichever is higher, and that the employment of foreign workers will not adversely affect the working conditions of similarly employed U.S. workers. It also requires the employer to provide notice of the filing of the LCA to the bargaining representative of employees in the occupation in which the H-1B, H-1B1, or E-3 worker will be employed, or if there is no such representative, to post notice at the worksite.

Optional Practical Training (OPT) is a period during which undergraduate and graduate students with F-1 visa status in the U.S. can work up to 12 months in their field of study. STEM OPT extends this by 24 months for graduates in Science, Technology, Engineering, or Mathematics, allowing them a total of up to 36 months of work in their field.

In F-1 hire, if you open the "Non-STEM" filter, we will filter out companies with Non-STEM friendly records for international students who, not qualifying for the STEM OPT extension, still aspire to build their careers in the United States.

Absolutely! At FrogHire.ai, we are confident in the reliability of our data, which we diligently source from reputable and publicly accessible data providers. Here’s the breakdown of our datasource:

• H-1B History: U.S. Citizenship and Immigration Services.
• H-1B Salary: U.S. Department of Labor - Labor Condition Application.
• E-Verify History: e-verify.gov.
• PERM Applications: U.S. Department of Labor - Permanent Employment Certification.

Our daily database guarantees the most updated information for your job search and visa-related inquiries.

An employer is considered H-1B-dependent if it has:

• 25 or fewer full-time equivalent employees and at least eight H-1B nonimmigrant workers; or
• 26 - 50 full-time equivalent employees and at least 13 H-1B nonimmigrant workers; or
• 51 or more full-time equivalent employees of whom 15 percent or more are H-1B nonimmigrant workers.

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Initial Star Rating (Starting Point)

• Each company starts with an initial rating of 1.5 stars.

Case Volume Adjustment (Cases in 2023)

• If the number of H-1B cases in 2023 is less than 2: -0.5 stars
• If the number of H-1B cases in 2023 is between 2 and 9: +0.5 stars
• If the number of H-1B cases in 2023 is between 10 and 99: +1 star
• If the number of H-1B cases in 2023 is between 100 and 299: +1.5 stars
• If the number of H-1B cases in 2023 is between 300 and 499: +2 stars
• If the number of H-1B cases in 2023 is 500 or more: +5 stars

Dependent Employer Status (Dependent Status)

• If the company was an H-1B dependent employer in 2023: +0.5 stars
• If the company was an H-1B dependent employer in 2022: +0.5 stars
• If the company was an H-1B dependent employer in 2021: +0.5 stars

Growth Rate from Last Year (Growth from 2022 to 2023)

• If the H-1B cases growth rate is negative: -0.5 stars
• If the H-1B cases growth rate is positive: +0.5 stars
• If the H-1B cases growth rate is zero: 0 stars

Three-Year Total Case (Total Cases from 2021 to 2023)

• If the total case is 0: -0.5 stars
• If the total case is between 1 and 49: +0.5 stars
• If the total case is greater than 50: +1 stars

Final Adjustment (Ensure Ratings are Within Boundaries)

• If the final star rating is less than 0: Set to 0 stars
• If the final star rating is greater than 5: Set to 5 stars