Abroad World connects U.S. employers with qualified Skilled,
Professional and Unskilled workers through the EB-3 visa program.

Hire Global Talent.
Fill Workforce Gaps.
Build Your Future.

Employer Inquiry

Why Choose Us

Why Employers Choose Abroad World

  • Solve Labor Shortages: Access reliable talent for roles difficult to fill locally.
  • End-to-End Guidance: We manage the PERM, I-140, and immigration paperwork.
  • Qualified Candidates: Pre-screened skilled, professional, and unskilled workers.
  • Compliance & Transparency: 100% USCIS-compliant process with no hidden risks.
  • Long-Term Stability: EB-3 offers permanent residency, ensuring employee loyalty.

Benefits

Employer Benefits of Sponsoring EB-3 Workers

  • Access to dedicated, long-term employees.
  • Solve shortages in hospitality, healthcare, agriculture, construction, and manufacturing.
  • Reduce turnover costs by hiring workers on permanent visas.
  • Build a diverse, reliable workforce.
  • Minimal financial risk (filing fees + legal fees are predictable and structured).

Responsibilities

Employer Responsibilities

To maintain compliance with U.S. immigration law, employers must:
  • Provide a bona fide, full-time, permanent job offer.
  • Pay the prevailing wage as determined by the Department of Labor.
  • Cover the PERM and I-140 filing fees (required by law).
  • Cooperate in the recruitment and documentation process.
👉 Note: Employee-related costs (medical exams, visa interviews, travel, etc.) are typically the worker’s responsibility.

Employee Recruitment

Step by Step Process for recruitment

  1. What happens: We work with the employer to finalize the job description, minimum requirements (education, experience, training), and worksite location.
  2. Employer role: Approve the job details and confirm that the position is permanent, full-time, and available at the required wage.
  3. Government step: The Department of Labor (DOL) issues a Prevailing Wage Determination, which is the minimum salary you must offer.
  4. Typical timeframe: ~5 months.

  1. What happens: Before hiring a foreign worker, you must prove there are no qualified U.S. workers available.
  2. Employer role: Place ads and postings required by law, such as:
    1. State Workforce Agency job order
    2. Two Sunday newspaper ads
    3. Internal posting at the worksite
    4. Additional recruitment methods if required
  3. Government step: You must keep recruitment reports, interview notes, and reasons for rejecting applicants.
  4. Typical timeframe: ~2 months for advertising and recruitment period.

  1. What happens: Once recruitment is complete, a PERM application is filed with the DOL. This certifies that hiring a foreign worker will not displace U.S. workers.
  2. Employer role: Review and sign the PERM forms and maintain recruitment records.
  3. Government step: DOL reviews the case and may audit.
  4. Typical timeframe: ~13–14 months for adjudication.

  1. What happens: After PERM approval, you file Form I-140 with USCIS on behalf of the employee.
  2. Employer role:
    1. Submit proof of your company’s ability to pay the offered wage (tax returns, audited statements, or payroll).
    2. Confirm the employee meets the job requirements listed in the PERM.
  3. Government step: USCIS reviews and approves the petition.
  4. Typical timeframe: ~6–9 months (15 days with premium processing, if available).

  1. What happens: The employee’s priority date (set at PERM filing) must be current under the Visa Bulletin.
  2. Employer role: No direct action, but you must keep the job open and maintain communication with Abroad World.
  3. Note: This stage can involve delays due to retrogression depending on the worker’s country of birth.

  1. What happens: The worker completes either Adjustment of Status (if already in the U.S.) or Consular Processing (if abroad).
  2. Employer role: Provide supporting documents if requested (e.g., updated employment verification letter).
  3. Abroad World role: We guide the employee through the consular or USCIS interview process until visa issuance.

  1. What happens: The employee and eligible family members arrive as U.S. permanent residents.
  2. Employer role:
    1. Complete Form I-9 Employment Verification within 3 business days of hire.
    2. Onboard the employee per company policies (training, payroll, benefits).
  3. Abroad World role: We provide pre-arrival orientation and first-day reporting support.

Indusstries

Industries Abroad World Supports

01

Healthcare: Nurses, caregivers, medical assistants

02

Hospitality: Hotel staff, kitchen workers, service roles

03

Agriculture: Farm and seasonal laborers

02

Construction & Skilled Trades: Electricians, carpenters, welders

05

Manufacturing & Logistics: Warehouse staff, machine operators, cleaning, assembler

Have some Questions?

Frequently Asked
Questions

The EB-3 visa is a U.S. employment-based Green Card program that allows employers to hire Skilled, Professional, and Unskilled foreign workers for full-time permanent positions. It helps businesses fill labor shortages where qualified U.S. workers are not available.

Employers must pay for:

  • PERM Labor Certification process (advertising, recruitment reports).
  • Filing fees for Form I-140. These costs are legally required to be employer-paid. Other costs, such as visa fees, medical exams, and relocation, are typically the employee’s responsibility.

The timeline varies but generally includes:

  • PERM certification: 8–12 months.
  • Form I-140 petition: 6–9 months (15 days with premium processing).
  • Visa availability (priority dates): 1–10 years depending on demand and country.
  • Consular processing/adjustment of status: 6–12 months.

Note: Process time is variable depending on country nationality (i.e. 3–5 Years).

Yes. Any U.S. employer—whether a small business or large corporation—can sponsor EB-3 workers, provided they demonstrate the ability to pay the prevailing wage and comply with Department of Labor requirements.

Industries facing chronic labor shortages, such as:

  • Healthcare (nurses, caregivers, assistants)
  • Hospitality (hotel staff, kitchen workers, cleaners)
  • Agriculture (farmworkers, seasonal staff)
  • Construction & Trades (electricians, carpenters, welders)
  • Manufacturing & Logistics (warehouse staff, machine operators, cleaners, assemblers)

While EB-3 employees are expected to work with the sponsoring employer for a “reasonable time,” U.S. law does not bind them indefinitely. Abroad World carefully screens candidates to ensure long-term commitment and reduces the risk of early resignation.

Yes. The PERM Labor Certification process requires employers to advertise the position and prove that no qualified U.S. worker applied. This ensures compliance with Department of Labor rules.

Employers must show financial stability through tax returns, audited statements, or payroll records. This is required when filing Form I-140.

Yes. Employers may file multiple PERM applications and I-140 petitions if they have several job openings. Many companies use this option to build a consistent pipeline of workers.

Risks are minimal if the process is handled properly. The main obligations are:

  • Covering PERM and I-140 costs.
  • Maintaining compliance with wage and labor laws.

The employee covers most personal costs, reducing employer risk.