Getting it right from the start.

Over the past 43 years BAL has helped thousands of clients create an immigration program or enhance their existing one. Based on our experience and expertise, here are some considerations as you get started.

  • What business needs are driving your U.S. immigration policy? Will hiring foreign talent fill those needs? Your company’s immigration program should be aligned with your company’s business goals, recruiting norms, and internal culture to accomplish the objectives specific to your organization.
  • What factors will determine if a role or person will meet sponsorship eligibility? Consider eligibility factors such as whether the role qualifies for visa sponsorship when you want to initiate the sponsorship process for a new hire.
  • Will sponsorship include both nonimmigrant and immigrant categories? Registering for the H-1B lottery requires little from the employer, while sponsoring an employee for a green card requires a greater commitment. Consider the scope of your green card sponsorship.
  • Will your company sponsor international students in the F-1 OPT/STEM OPT or J-1 Intern/Trainee programs? Offering jobs to students gives you the chance to evaluate their skills and fit within your company before you enter a long-term sponsorship commitment. However, these programs do have specific limitations and obligations.
  • Will your company support dependents/family members? In competitive recruitment environments, many employers are offering incentives, such as supporting the immigration process for dependents and family members.
  • Will the policy have a different approach for high-level executives or certain emergency business needs? Companies often want or need to provide expedited immigration service for high-level executives or emergency staffing needs.

We’re sure you’ll have more questions as your program takes shape, and BAL would be happy to help you with proven, real-world answers.