Tools for Searching Employer H-1B Sponsorship History by Job Title and Location

Searching employer H-1B sponsorship history by job title and location starts with understanding what the records prove. Every major search tool draws from the same two federal datasets, one recording employers’ stated plans and the other recording petition outcomes. Using both correctly turns a broad sponsor search into a targeted shortlist, rather than a collection of companies that once filed something.

Why H-1B sponsorship history is public record and what that makes possible

Federal law requires an employer to file a Labor Condition Application with the Department of Labor before submitting an H-1B petition to USCIS. Both agencies publish records from that process. This disclosure pipeline makes employer sponsorship research possible. It also produces two distinct kinds of evidence, which answer different questions.

DOL LCA disclosure data records the employer’s stated intent, including the job title, worksite, wage, wage level and employment period. The USCIS H-1B Employer Data Hub records petition outcomes, including approvals, denials and withdrawals, separated by petition type and fiscal year. Certification permits the employer to proceed toward a petition. It does not establish that a petition was filed or approved. Neither public dataset has a unique key that links an LCA to its petition, so researchers must cross-reference employer names.

What the USCIS H-1B Employer Data Hub shows and how to search it by location

The USCIS H-1B Employer Data Hub is the official source for petition outcomes and covered FY2009 through FY2026 Q1 before it went offline. It has search fields for employer name, state, city, ZIP code and NAICS industry code. Geography provides a useful first cut. A city or ZIP search identifies employers with filing histories in a target area, while an industry filter narrows the field before role-specific research begins.

Employer records separate new employment, continuing employment, change of employer, concurrent and amended petitions. Those distinctions help separate new-hire activity from renewals. Employer names need just as much care because subsidiaries and related entities may file under different legal names. The Hub partly anonymizes employer tax identification, so checking name variants is necessary to understand activity spread across several corporate records.

Access is currently the practical obstacle to this search. The Hub went offline on March 10, 2026, and FY2024–FY2026 data was removed from the public database, with no restoration timeline announced. Its filters still help show what petition data can tell researchers wherever those records can still be found. For active research, however, DOL disclosures and tools that index them are now the main working alternative.

What DOL LCA disclosure data adds that the USCIS Hub cannot provide

DOL LCA disclosure data supplies the role-level detail missing from the Hub. Individual filings include job title, SOC occupation code, worksite city and state, offered wage and prevailing wage level. Location identifies where the work is performed, which can differ from a company address. That distinction makes these records indispensable when the question is whether an employer has filed for a particular occupation in a particular place.

The Office of Foreign Labor Certification posts bulk disclosure files on its performance data page every quarter. The files cover H-1B, H-1B1 and E-3 filings. Records also include employer name and FEIN, occupation title, prevailing wage source, full-time or part-time status, worksite county and ZIP code, and H-1B-dependency and willful-violator indicators. Wage levels run from I through IV.

The DOL FLAG Case Status Search serves a narrower purpose. It lets a researcher look up an individual LCA by case number to see whether it was certified, withdrawn or otherwise resolved. It is not a bulk discovery database. Building a shortlist from the quarterly files instead requires cleaning employer-name variations and distinguishing legal entities, while accounting for filings that cover multiple workers or extensions.

How third-party tools process the same federal data to make job-title and location searches practical

Third-party tools draw from DOL disclosures, USCIS records or both, then clean and index those records for practical searches. Job-title, location and wage filters spare researchers the work of processing raw spreadsheets. Some platforms also bring filing history and current vacancies into the same view.

H1BInfo.org searches DOL records for FY2020–FY2026 and offers a salary percentile calculator and a head-to-head employer comparison tool. H1BScreener.com covers FY2008 through FY2026 Q2, including October 2025–March 2026 data, for longer historical searches. H1BVisaJobs.com provides sponsor profiles with filing counts, approval rates and DOL wage-level breakdowns, plus active listings, with the daily refresh limited to those listings.

H1BTrends.com covers sponsors from 2020 through 2025, with salary comparisons by job title and city, approval-rate filters and prevailing wage-level breakdowns across more than 85,000 sponsors. H1BData.us supports employer, title and location searches with year filters and quick sponsor listings. H1BData.info also lets researchers filter by salary range, see trending employers and find companies that file for specific positions. Salary.center combines LCA salary records with PERM labor certification data, searchable by employer, title, city and year.

ImmiHelp offers a free, no-account historical search for a quick check of whether a company has filed petitions or LCAs. GoinGlobal is a subscription option, often available through universities and libraries, that combines employer history with location guides and job-search context. Interstride Visa Insights has lists of jobs and internships by work authorization and visa type, with H-1B sponsors and CPT/OPT employers among them. Duke University Career Hub lists it as a resource. These tools get their filing updates from federal releases that come out each quarter, so none has real-time filing data.

Why raw LCA volume is a misleading shortcut and how to read filing patterns more accurately

IT consulting and staffing firms regularly appear at the top of LCA volume rankings, filing hundreds or thousands of petitions each year. The contracts they use to place workers differ from direct employment. A large count does not explain that difference. Ranking sponsors by volume alone can therefore steer a candidate toward the wrong employment model before the first application.

Volume also compresses several distinct signals into one number. Filing purpose separates new employment from continuing employment, while wage level distinguishes records with different implications under the 2026 selection system. The ten largest filers account for a minority of certified LCAs, and tens of thousands of employers file only once. Visibility is not the same as market coverage. A leaderboard is a convenient display, but a poor substitute for a role-specific search.

Looking at a company as a whole can also hide how sponsorship differs by division. An employer may sponsor engineering roles while its product, marketing or operations teams hire people who are U.S. citizens or have a green card. Hiring freezes, budget shifts and sponsorship decisions happen outside the public record, so a familiar company name is not enough.

LCA records establish whether an employer repeatedly files for the relevant occupation and location across recent years. Available USCIS outcomes then add evidence of adjudication. Written confirmation from the recruiter resolves the remaining question of whether the specific opening is H-1B-eligible.

How to build a shortlist by job title and location using both datasets together

To put that distinction into practice, begin with a job title or SOC code in an LCA search tool or the raw OFLC files. Match the occupation classification to the role being sought. Sponsorship for software engineers does not establish a record for accountants. Check the wage-level field at this stage, with particular attention to Level II and above under the FY2027 wage-weighted selection system.

Next, narrow the results by worksite city, state or ZIP code. Use the place where the work will be done instead of assuming headquarters is the right address, since remote work and employers with more than one site can lead to filings elsewhere. Hub city and ZIP records, when available, also let researchers check where petitions were filed. Cross-reference the employer names in both datasets to see petition outcomes in the target area.

Then compare filings over several recent fiscal years. Prioritize a consistent pattern, and check whether recent petition outcomes include new employment. Use NAICS codes and employer-name research to distinguish direct employers from staffing and consulting firms. PERM filings, which Salary.center displays with LCA records, provide an additional signal of longer-term sponsorship commitment.

Finally, ask the recruiter for written answers about the opening. Confirm whether it is H-1B-eligible, whether the employer is cap-subject or cap-exempt, and who covers legal and filing costs. These questions turn a research shortlist into an application decision. A posting that says “no sponsorship” overrides the historical record.

How the 2026 wage-weighted lottery and the USCIS Data Hub outage change which searches matter most

The DHS final rule effective February 27, 2026, changed the selection mechanism from a random draw to wage-weighted selection. Each unique beneficiary receives one entry at Level I, two at Level II, three at Level III and four at Level IV. Wage level now affects selection odds directly. An employer’s pattern of Level II-or-above filings therefore matters for more than pay when choosing where to apply, though the wage level of the actual role determines its selection weight.

The FY2027 cap registration ran March 4–19, 2026. USCIS completed selection on March 31 and reported the cap reached with no second round needed. That cycle makes historical wage-level searches more useful for assessing future targets, rather than treating every sponsor’s filing record as equivalent. Total volume cannot substitute for the field that determines selection weight.

The legal status of the proclamation payment is a separate issue that is still changing. Proclamation 10973, dated September 19, 2025, was extended by a proclamation signed September 18, 2026. Court orders blocked enforcement, and USCIS was not collecting the payment as of late October 2026, while the policy remained unsettled.

Meanwhile, the Hub outage changes which evidence researchers can readily obtain. DOL data is still the source for searches by title, worksite and wage level, while checks of petition outcomes depend on whether previously published records can still be found. Even a polished search interface cannot bring back a missing federal release. Its usefulness depends in part on which periods and datasets it actually holds.

Cap-exempt employers offer an alternative to the weighted lottery, though the public-data gap still limits outcome research. Institutions of higher education, affiliated nonprofits, nonprofit research organizations and governmental research organizations can file at any time of year without registration. The DHS H-1B modernization rule effective January 17, 2025, broadened the research-organization definition to include entities conducting research as a fundamental activity. Their hiring route does not depend on the cap selection cycle or on the Hub being online.

What filing history can and cannot tell you before you apply

Public records are the strongest available signal of an employer’s past willingness to sponsor, but their proper role is a pre-filter. They identify a role-relevant, location-confirmed pattern before application effort is spent. They do not promise a petition for today’s applicant. The final decision still rests with the employer and the specific opening.

Migrate Mate brings both federal datasets together with active verified listings, so candidates can search by job title and location and check an employer’s filing and approval history at the same time. It is one option for bringing those checks together. The information exists and is accessible, but its value comes from using each record for what it proves, then confirming the opening before applying.