Use two official records together: USCIS H-1B Employer Data Hub results to see approved petitions and beneficiaries, and Department of Labor (DOL) Labor Condition Application (LCA) disclosures to see the jobs and worksites an employer sought to support. Compare several federal fiscal years, the exact employing entity, occupation, wage information and worksite, then obtain written confirmation that this particular position is sponsorship-eligible. Historical filings show past activity; they do not guarantee that an employer will sponsor your offer or that a filing became a hire.
Start with the question these records can actually answer
A company can have substantial H-1B history and still decline to sponsor a particular opening. Conversely, a company with little visible history may be using a subsidiary, a newly formed legal entity or a different immigration route. Your goal is therefore not to label an employer simply “a sponsor.” It is to estimate how closely its documented activity matches the role you are considering and then verify the offer directly.
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Use the records to answer four historical questions:
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- Were the filings for occupations, wage levels and locations resembling your job?
- Is activity consistent, or was it a one-time event or a short-lived spike?
- Does the employer’s current explanation identify the same entity, job and worksite?
Only the employer can answer the individual questions that matter at acceptance: whether your role is sponsorship-eligible, whether it intends to file for you, which entity will petition, and where you will work.
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Know what each official dataset measures
USCIS H-1B Employer Data Hub
The USCIS Employer Data Hub contains employer-submitted H-1B petition data. As described by the Congressional Research Service (CRS), you can filter approved petition and beneficiary counts by federal fiscal year, employer name, employer city, state or ZIP code, and North American Industry Classification System (NAICS) industry. Filtered results and individual fiscal-year data can be downloaded.
These results are the closest of the two sources to an outcome measure, but they still do not tell you that a named job seeker was hired. The Hub’s employer address is a mailing address; it can differ from the beneficiary’s actual work location. Treat the city, state and ZIP filters as identity clues, not proof of where your job will be performed.
DOL OFLC LCA disclosure files
DOL’s Office of Foreign Labor Certification (OFLC) publishes quarterly disclosure files and record layouts for Labor Condition Applications covering H-1B, H-1B1 and E-3 programs. The files are organized by federal fiscal year and include fields such as job title, number of workers requested, expected employment dates, employer contacts, worksite address and wage level, according to DOL’s Performance Data page and the CRS data guide.
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1Scan for outdated or missing drivers - takes under a minute2Repair Windows errors before they cause bigger problems3Fix the driver behind crashes, sound loss and screen glitchesAn LCA is an application associated with a proposed employment period and conditions. One LCA can cover multiple positions, so an LCA-record count is not a worker count, an approval count or a count of open jobs. LCA activity also is not limited to H-1B: CRS found that 97% of LCA cases in its analysis of first-quarter data from FY2020 through FY2024 were H-1B cases, while the disclosure program also includes H-1B1 and E-3 filings.
Why the two sources will not match
| Measure | What it represents | What it cannot establish |
|---|---|---|
| USCIS approved petitions | Approved H-1B petition records associated with an employer and fiscal year | That the petition was for your job, that the person started work, or that the employer will file now |
| USCIS beneficiaries | Beneficiary counts reported in the Hub’s employer and fiscal-year data | A headcount of current H-1B employees or a guarantee of future sponsorship |
| DOL LCA applications | Applications describing proposed H-1B, H-1B1 or E-3 employment terms | USCIS approval, a completed hire, or a single worker per record |
| LCA workers requested | The number of positions requested on a particular LCA | That every requested position was filled or used for H-1B |
Check coverage and dates before counting
Both sources are time series, but they do not necessarily cover the same periods. The federal fiscal year runs from October 1 through September 30. Review the period attached to every export and keep full fiscal years separate from partial quarters.
At the time of the latest DOL page coverage described here, the portal displayed FY2026 Q3 records for determinations issued October 1, 2025 through June 30, 2026. DOL warns that a small percentage of determinations can change in later releases because of appeals or redeterminations. Check the Performance Data page again immediately before quoting a count, and record the download date and file version in your notes.
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For scale, CRS reported 95,755 H-1B LCAs certified in the first quarter of FY2025. That is a quarter-specific LCA figure, not a count of hires or USCIS approvals. Use it only to understand the size of the filing system, not to estimate an employer’s workforce.
Follow a repeatable comparison workflow
1. Identify the legal employer behind the offer
Copy the employer name exactly as it appears in the offer letter, application portal and any immigration language. Then search that name and plausible legal variants in both datasets. Include parent companies, subsidiaries, acquired businesses and common abbreviations when they are genuinely connected to the employing entity.
Use the USCIS city, state, ZIP and industry filters as cross-checks. A name-only match can combine unrelated companies or miss filings made under a subsidiary. An LCA’s employer contact and address can help resolve the identity, but do not assume that a brand name is the petitioner. Ask which legal entity would sign and submit your petition.
2. Choose one comparison window
Start with three to five completed fiscal years when the data are available. Add the current partial year in a separate column labeled “partial,” never beside full-year totals without that qualification. For each employer, note the oldest and newest period represented in each source.
A consistent window lets you distinguish steady activity from a single hiring campaign. If one employer has USCIS data through FY2025 and another only through FY2023, mark the coverage gap rather than treating the older record as current.
3. Download both kinds of records
In the USCIS Hub, save the filtered approved-petition and beneficiary results for each fiscal year. In the DOL OFLC files, retain the original quarterly rows and record layout so that fields such as job title, employment dates, wage level and worksite remain interpretable. Keep a copy of the source page and download date because DOL files can be updated after appeals or redeterminations.
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4. Keep filing activity and outcomes in separate columns
Do not add LCA rows to USCIS approvals or present the sum as a sponsorship total. A practical worksheet has separate columns for:
- USCIS approved petitions;
- USCIS beneficiaries;
- DOL LCA records;
- total workers requested on those LCAs;
- fiscal year or quarter;
- program, where the LCA record identifies H-1B, H-1B1 or E-3.
Separate columns prevent the common error of calling every LCA record an H-1B petition. They also make it easier to explain why an employer can have many LCAs but fewer USCIS approvals in the same period.
5. Test whether the jobs resemble your offer
Compare the offered title and duties with LCA job titles and occupational descriptions. Titles are not definitive: “software engineer,” “developer” and “data scientist” can describe different duties, while identical titles can involve different occupations. Look for a pattern across several records rather than relying on one matching word.
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Check expected employment start and end dates. A set of LCAs concentrated in a past project or a location your team no longer uses is weaker evidence than recurring filings for the same type of work. If the offered role is remote or hybrid, compare every listed worksite and ask how the employer handles changes in work location.
6. Compare wages and worksites carefully
Where the LCA disclosure provides wage level or wage information, compare it with the role’s seniority and location. The LCA may identify a prevailing wage, an actual wage system or other wage fields; do not convert a disclosed level into a promised salary without the employer’s explanation.
Distinguish the employer’s mailing address in USCIS data from the worksite address in the LCA. A company headquartered in one state can file for work in another, and a single LCA can list multiple positions. Geography is useful for checking plausibility, not for proving that your desk will be at the headquarters.
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7. Ask for offer-specific confirmation
Before accepting, request written answers to these questions:
- Is this exact position eligible for H-1B sponsorship, including any internal policy or business-unit restriction?
- Will the employer file for me, and which legal entity will be the petitioner?
- What filing stage and target timing does the employer expect?
- What job title, duties, worksite and employment dates will the filing use?
- Could a required move, client-site assignment or remote arrangement change the LCA worksite?
- How can I inspect the public access file for the applicable LCA?
Save the answers with the offer. A recruiter’s statement that the company “has sponsored before” is useful context, but it does not answer these role-specific questions.
Use a side-by-side worksheet
When comparing two or more offers, use the same fields for each employer. This format keeps evidence and interpretation distinct:
| Comparison axis | Employer A | Employer B | What to verify |
|---|---|---|---|
| Legal entity and name variants | Record the exact petitioner candidate | Record the exact petitioner candidate | Offer letter, recruiter and immigration contact should identify the same entity |
| USCIS fiscal-year coverage | List years and approved petitions/beneficiaries | List years and approved petitions/beneficiaries | Do not compare unequal windows |
| DOL LCA coverage | List quarters, records and workers requested | List quarters, records and workers requested | Identify H-1B1 or E-3 records separately |
| Role or occupation match | Titles, duties and occupational pattern | Titles, duties and occupational pattern | Ask whether the offered duties fit the filing |
| Wage evidence | Wage level and disclosed amounts, if stated | Wage level and disclosed amounts, if stated | Confirm the wage and actual-wage explanation for your job |
| Worksite | LCA locations; USCIS mailing address | LCA locations; USCIS mailing address | Confirm the location and remote or client-site policy |
| Employer confirmation | Written answer, petitioner and timing | Written answer, petitioner and timing | This is the decisive offer-specific evidence |
Use “not stated” when a field is absent. Do not fill a gap with an assumption based on a similar company or a nearby record.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Interpret common patterns without overclaiming
Recent USCIS approvals and matching LCAs
This is the strongest historical pattern: the same legal entity shows recent approved petitions, LCAs for similar occupations and worksites, and a consistent filing cadence. It supports asking detailed follow-up questions, but it remains historical evidence. Confirm that the current business unit and role follow the same policy.
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Many LCAs but few USCIS approvals
Possible explanations include LCAs covering multiple positions, LCAs for H-1B1 or E-3, filings that were never used, timing differences between DOL and USCIS records, or later changes. Do not describe the employer as having hired everyone listed. Ask which LCA would support your role and whether the employer has a history of completing the next petition step.
USCIS approvals but little visible LCA activity
Different reporting periods, employer-name variants, data updates or filings under a related entity can create this appearance. Recheck the legal name, city and ZIP filters, and fiscal-year alignment. A USCIS mailing address may also differ from the worksite you expected.
No records found
“No match” is not proof that sponsorship is unavailable. Search legal variants and subsidiaries, verify that the relevant years are covered, and check whether the employer’s activity could fall outside the dataset or under another program. Then ask the employer directly whether it has sponsored comparable roles and whether it will sponsor yours.
A sudden spike in one year
A spike may reflect a project, acquisition, mass hiring campaign or a batch of LCAs rather than a permanent policy. Examine the following years and the occupations and worksites in the spike. A declining or absent follow-through deserves a direct explanation before you rely on the history.
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DOL’s H-1B Advisor says that, within one working day of filing an LCA, an H-1B employer must make specified materials available for public inspection at its principal place of business in the United States or at the designated place of employment. The DOL public-access guidance identifies materials including the LCA, wage rate, explanation of the actual-wage system, prevailing wage and its source, notice documentation and a fringe-benefit summary.
Ask the employer how to inspect the file for the LCA that would cover your position. Compare its job title, wage information, employment dates and worksite with the offer. The file can clarify what the employer represented for that filing, but it still cannot guarantee that your petition will be approved or that your personal immigration circumstances permit a particular strategy.
Avoid these comparison mistakes
- Counting records as people: one LCA can request multiple workers, and one person can be associated with more than one filing over time.
- Calling every LCA an H-1B petition: the disclosure files also include H-1B1 and E-3 programs.
- Mixing partial and full periods: a three-quarter FY2026 release is not comparable to a complete fiscal year.
- Using the headquarters as the worksite: USCIS employer addresses are mailing addresses; LCA worksites describe intended employment locations.
- Assuming an approval equals a hire: public records do not establish that a beneficiary started work.
- Relying on a brand name: the petitioner may be a subsidiary or another legal entity.
- Ignoring later corrections: DOL says some determinations can change after appeals or redeterminations.
- Treating a recruiter’s general statement as a commitment: obtain written confirmation for the exact role, petitioner and worksite.
Turn the comparison into an acceptance decision
Classify each offer using evidence, not a single count:
- Documented and aligned: recent records for the same legal entity show comparable occupations and locations, and the employer confirms sponsorship details in writing.
- Historically plausible but unresolved: records exist, but the entity, worksite, occupation or filing timing differs; continue only after the employer answers the open questions.
- Unsubstantiated: searches produce no reliable match, the employer will not identify the petitioner or worksite, or it declines to confirm sponsorship for the role.
This classification is a diligence tool, not an immigration determination. If accepting the job depends on maintaining status, changing status, portability, timing or another case-specific issue, consult a qualified immigration attorney rather than relying on public datasets.
Make the offer-specific confirmation decisive
Use USCIS approved-petition and beneficiary data to measure an employer’s historical outcomes, and DOL LCA disclosures to examine proposed jobs, wages and worksites. Compare equal fiscal-year windows, resolve the legal entity, separate records from workers, and check whether the historical roles resemble yours. Then require a written answer identifying sponsorship eligibility, the petitioner, the intended filing and the worksite. That combination gives you a defensible basis for accepting or declining an offer without mistaking past filings for a promise.
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