Hiring international talent through Lever means managing two systems that rarely talk to each other: your applicant tracking system and your immigration case workflow. Lever does not include built-in visa sponsorship tracking, USCIS case management, or compliance monitoring. That gap forces HR teams into manual data re-entry, spreadsheet tracking, and email chains between recruiters, hiring managers, and immigration counsel. This guide walks employers and employees through the full Lever immigration workflow in 2026, from candidate screening through visa filing and ongoing compliance, including how Alma's immigration platform connects directly to Lever to close the gap between hiring and immigration.
Lever is built for recruiting, not immigration. There are no visa type fields, sponsorship status trackers, or USCIS receipt number logs anywhere in the default platform. However, Lever's flexible architecture gives HR teams four tools to construct effective immigration workflows without leaving the system.
Custom application questions allow employers to capture sponsorship needs at the point of application. Lever's Help Center documents a standard immigration screening question that can serve as both a data collection point and an automation trigger. The question "Do you have the right to work, without support, in the country where this role is based?" (or a similar variant) is commonly placed on job postings. A follow-up question asking candidates to specify their current visa status (U.S. citizen, green card holder, H-1B, F-1 OPT, TN, etc.) helps the hiring team assess filing requirements before extending an offer.
Tags like "Visa Sponsorship Needed," "H-1B," "OPT/STEM OPT," or "Green Card Required" can be applied manually by recruiters or automatically through Lever's automation engine. These tags make it easy to filter and report on the sponsorship pipeline across all open roles.
Adding custom pipeline stages between offer acceptance and onboarding creates immigration checkpoints. A stage called "Immigration Review" gives the HR team or immigration coordinator a defined point to assess the candidate's current status and determine the appropriate visa pathway. A second stage called "Immigration Filing" signals that the case has been handed off to legal counsel. Candidates remain visible in Lever throughout, giving recruiters and hiring managers real-time visibility into where each sponsored hire stands.
Lever's automation workflow recipes support immigration-specific use cases. The platform's own documentation includes explicit examples: auto-archiving candidates who indicate they cannot be sponsored (with a "visa status" archive reason), or auto-tagging sponsorship-eligible candidates for recruiter prioritization on hard-to-fill roles. These recipes trigger based on application question responses, stage changes, or tag additions, reducing manual sorting and ensuring no sponsorship-eligible candidate falls through the cracks.
For employees: Employers using Lever may include work authorization screening questions during the application process. Accurate answers are important, as misrepresenting visa status can lead to offer rescission or termination. Candidates on OPT, STEM OPT, or any time-limited authorization benefit from noting their expiration date clearly so the employer can plan filings appropriately.
Lever's built-in tools handle candidate identification and pipeline tracking, but the actual immigration filing process requires a dedicated case management platform. The bridge between these systems is Lever's REST API, which exposes endpoints for Opportunities (candidate records), Tags, Stages, Notes, Files, and Webhooks. A "candidate hired" webhook, for example, can automatically initiate an immigration case in an external platform the moment a candidate moves to the onboarding stage.
Unified API middleware platforms (Merge.dev, Truto, Apideck, Cobalt) all support Lever as part of their ATS connector libraries, making it possible for immigration platforms to integrate with Lever without building a custom connection from scratch. Lever reportedly charges additional fees for API access, which employers may want to factor into integration planning.
Alma's immigration platform connects directly to Lever through a unified API integration, syncing employee demographics, employment details, dependent information, and company data between the two systems. When a candidate is hired in Lever, the integration creates an immigration case in Alma with pre-populated data, eliminating the manual re-entry that causes discrepancies and USCIS Requests for Evidence. Alma supports HRIS and ATS integrations including Lever, Greenhouse, Ashby, Workday, ADP, BambooHR, Rippling, and Gusto. For startups, growth-stage companies, and enterprises, Alma pairs this integration with licensed immigration attorneys, real-time case tracking dashboards, automated compliance monitoring, and a 2-week document processing turnaround versus the 4 to 8 week industry standard.
For HR teams: Once connected, the Lever-to-Alma workflow operates in five steps. First, candidates are screened and tagged in Lever during recruiting. Second, an "Immigration Review" pipeline stage triggers HR assessment of the appropriate visa pathway. Third, when the candidate is hired and moved to "Immigration Filing," the integration syncs their data into Alma's platform automatically. Fourth, Alma's attorneys handle case preparation, document collection (through an employee-facing portal), and filing. Fifth, ongoing compliance monitoring (LCA tracking, public access files, I-9 readiness, visa expiration alerts) runs through Alma's automated workflows.
For employees: Employers typically ask sponsored employees to create an account on Alma's employee portal, where they upload documents, communicate directly with an assigned attorney, and track case status in real time. Personal information already collected during the hiring process does not need to be re-entered. The case dashboard shows every milestone from document submission through USCIS decision.
Filing timelines have shifted significantly in 2026 due to fee increases, regulatory changes, and persistent USCIS backlogs. Planning visa filings months earlier than in prior years is increasingly common, and understanding what to expect at each stage helps both employers and employees prepare.
The FY2026 H-1B lottery (conducted March 2025) received 336,153 unique beneficiary registrations with 118,660 selected, yielding a 35.3% selection rate per USCIS data. The drop in unique beneficiary registrations from approximately 442,000 total (roughly 423,000 eligible) the prior year reflects the new $215 registration fee (up from $10) and USCIS's beneficiary-centric selection process, which reduced duplicate filings. No second lottery was conducted for FY2026.
FY2027 introduces wage-weighted selection. A final rule effective February 27, 2026, replaces the random lottery with a wage-level-based system: Level IV positions receive 4 entries, Level III gets 3, Level II gets 2, and Level I gets 1. DHS projects an approximately 48% drop in selection probability for Level I positions, though actual results may differ once the first weighted lottery is conducted. The FY2027 registration window runs March 4 to 19, 2026.
For a deeper look at the H-1B visa process, including employer obligations and employee expectations, see Alma's complete guide.
The O-1A and O-1B visas are not subject to annual caps or lottery selection, making them a strong alternative for candidates who were not selected in the H-1B lottery or who qualify based on their achievements.
For employees considering the O-1 path: Evidence collection for an O-1 petition typically takes 2 to 4 months, since the petitioner must demonstrate extraordinary ability through awards, publications, high salary, critical role evidence, press coverage, or judging experience. Applicants with an existing body of accomplishments (publications, patents, media coverage, awards) may find that their attorney can repurpose this evidence efficiently.
For long-term retention, early green card planning is often beneficial. The two categories most relevant to high-skill talent are EB-1 (extraordinary ability, outstanding researchers, multinational managers) and EB-2 NIW (national interest waiver for advanced degree holders).
The EB-2 NIW allows employees to self-petition without employer sponsorship, bypassing the PERM labor certification process entirely. Compared with the PERM-based EB-2/EB-3 pathway at current DOL processing speeds, this removes approximately 15 to 24 months from the green card timeline. For employees exploring this option, Alma's EB-2 NIW visa guide provides a detailed breakdown of eligibility requirements and the Dhanasar framework.
For employees: When an employer sponsors a green card through PERM, the employee is generally tied to that specific employer and role throughout the process. Job changes, title changes, or significant duty modifications can invalidate the PERM application. The EB-2 NIW, by contrast, allows the petitioner to change employers, start a company, or shift roles without affecting the petition.
The PERM process remains the longest bottleneck in employer-sponsored green card processing. As of DOL's March 5, 2026 processing data, the Department of Labor is adjudicating analyst-reviewed PERM applications filed in October 2024 or earlier, representing an approximate wait of 503 days. Audited cases are being reviewed from June 2025, and reconsideration requests from September 2025.
Approximately 30% of PERM applications are audited (recent practitioner analysis of DOL disclosure data suggests rates closer to 33%), with common triggers including positions requiring only a bachelor's degree with no experience, recent employer layoffs, overly tailored job requirements, and inconsistencies between the prevailing wage determination and the PERM application.
Given current 503-day DOL processing times, a green card filing initiated in Q1 2026 may not reach the I-140 stage until mid-to-late 2028. Alma's PERM services include prevailing wage management, recruitment oversight, and DOL audit response at a flat fee of $8,000.
Sponsoring foreign national employees creates ongoing compliance obligations that extend well beyond the initial visa filing. Enforcement has intensified in 2026, with USCIS site visits increasing and a DOL H-1B enforcement initiative (Project Firewall, launched September 19, 2025) involving interagency coordination and information sharing among DOL, USCIS, DOJ Civil Rights Division, and the EEOC.
I-9 verification: Section 1 must be completed on or before the employee's first day of work. Section 2 must be completed within 3 business days of the start date. The COVID-era blanket remote I-9 flexibility ended July 31, 2023; however, an ongoing alternative procedure with no set expiration date (effective August 1, 2023) allows E-Verify enrolled employers in good standing to conduct remote document examination via live video. Employers must retain I-9 forms for 3 years after hire or 1 year after termination, whichever is later.
LCA posting (H-1B, H-1B1, E-3): The certified Labor Condition Application must be posted in at least 2 conspicuous locations at the worksite for a total of 10 days, beginning on or within 30 days before LCA filing, per 20 CFR § 655.734. Electronic posting on the employer's intranet is an acceptable alternative.
Public access file (PAF): Must be available for public examination within 1 working day of LCA filing. Contains the certified LCA, prevailing wage documentation, actual wage system explanation, and posting evidence. Retained for 1 year beyond the last date of employment under the LCA (or 1 year after LCA expiration or withdrawal if no worker was employed under it), per 20 CFR § 655.760.
PERM recruitment records: All supporting recruitment materials must be retained for 5 years from the PERM filing date, including the recruitment report describing steps taken and reasons for rejecting U.S. worker applicants.
FDNS site visit preparedness: Unannounced Fraud Detection and National Security site visits can occur at any time. Non-cooperation can result in petition denial or revocation. All sponsored employees' actual duties are expected to match their petition descriptions. Many employers designate a point of contact for site visit response as part of their compliance framework.
Alma's compliance monitoring tools auto-detect immigration-impacting changes like salary adjustments, office relocations, and title changes, then trigger alerts so teams can initiate necessary amendments before they become violations. Learn more at tryalma.com/businesses.
Several regulatory shifts in 2025 and 2026 directly affect how employers plan and budget for immigration.
Effective December 5, 2025, USCIS reduced Employment Authorization Document validity from 5 years to 18 months for certain categories, including adjustment of status applicants, asylum seekers, refugees, and several other classifications. Separately, the 540-day automatic EAD extension ended on October 30, 2025, for new renewal applications. Together, these changes mean more frequent renewal filings, higher cumulative costs, and increased risk of work authorization gaps. EAD renewals may be filed up to 180 days before expiration, and building expiration tracking into the immigration management workflow can help mitigate these risks.
For employees: EAD holders with cards based on a pending I-485 now receive 18-month validity instead of 5 years. Notifying an employer and attorney at least 6 months before expiration allows time for the renewal to be filed. A lapse in work authorization means the employee cannot legally work until the new card is issued or an extension is confirmed.
As of October 28, 2025, USCIS generally no longer accepts paper checks, money orders, or cashier's checks for mail filings. Only ACH debit (Form G-1650) or credit/debit card (Form G-1450) payments are accepted. USCIS has provided a narrow paper-payment exemption via Form G-1651 for applicants who demonstrate they cannot pay electronically. Filings submitted with paper checks are returned, causing delays that can be critical for time-sensitive petitions.
The total USCIS pending caseload exceeds 11 million cases (as of Q2 FY2025 data), with workforce reductions in early 2025 exacerbating processing delays across all petition types. This backlog affects every stage of the immigration process, from initial petition receipt to biometrics scheduling to final adjudication. Premium processing remains the most reliable way to expedite decisions for eligible petition types, including I-129, I-140, certain I-765 (EAD) categories such as F-1 OPT and STEM OPT, and certain I-539 classifications. Premium processing is not available for I-485, PERM, or I-131 Advance Parole applications.
The H-1B modernization final rule (effective January 17, 2025) codified several employer-relevant changes: deference to prior petition approvals (reducing RFE rates on extensions), expanded eligibility for entrepreneurs with ownership stakes, elimination of formal itinerary requirements for multi-site placements, and extended F-1 cap-gap protection. It also codified mandatory employer cooperation with FDNS site visits, making non-compliance a basis for petition denial.
Read success stories from Alma's clients including AI founders, cybersecurity experts, and healthcare professionals.
Traditional immigration law firms average 2 to 4 months for petition preparation and often charge $400 to $800 per hour. Alma's platform replaces this model with technology-enabled efficiency, an industry-high approval rate, and experienced attorneys.
Alma's flat-rate pricing for high-skill visas (tryalma.com/pricing):
All fees include attorney expertise, paralegal support, platform access, RFE responses, and administrative charges. USCIS filing fees and third-party costs (such as education evaluations or translation services) are billed separately. Payment plans (50/50 split) are available, and volume discounts apply for companies managing larger foreign national populations.
Speed: 2-week document processing turnaround versus the 4 to 8 week industry standard, with direct attorney communication and 24/7 portal visibility into case progress.
Integration: Direct Lever connectivity through unified API, plus additional HRIS and ATS integrations including Greenhouse, Workday, ADP, and BambooHR.
Compliance: Automated LCA tracking, public access file maintenance, I-9 audit readiness, visa expiration alerts, and proactive change-of-condition monitoring.
Schedule a consultation to discuss your company's immigration program or your individual visa options.
No. Lever does not include native visa sponsorship fields, USCIS case status tracking, or immigration compliance tools. However, Lever's custom application questions, tags, pipeline stages, and automation recipes allow HR teams to build effective immigration workflows within the existing platform. For case management, document collection, attorney coordination, and compliance monitoring, a dedicated immigration platform like Alma can connect via Lever's API.
Alma connects to Lever through a unified API integration. When a candidate is hired and moved to the immigration pipeline stage, the integration syncs their demographic data, employment details, and job information into Alma's case management platform. This eliminates manual re-entry and ensures data consistency across all filing documents. HR tracks case progress through Alma's dashboard, while employees interact with their attorney and upload documents through Alma's portal.
Total employer costs for a new H-1B cap petition in 2026 include the $215 registration fee, $780 I-129 filing fee (paper) or $730 (online) ($460 for small employers and nonprofits), $600 Asylum Program Fee ($300 for small employers with 25 or fewer full-time equivalent employees; $0 for nonprofits), $750/$1,500 ACWIA training fee, $500 fraud prevention fee, and attorney fees. Government filing fees alone (using paper-filing rates) total approximately $2,225 for small employers (25 or fewer full-time equivalent employees) and $3,595 for larger employers. With Alma's flat rate of $3,500 for H-1B cap petitions, total costs (government fees plus attorney fees) range from approximately $5,725 to $7,095 before premium processing. Premium processing adds $2,965. For certain new H-1B petitions filed after September 21, 2025 involving beneficiaries abroad without a valid H-1B visa, an additional $100,000 proclamation payment may apply per USCIS guidance; this payment is currently subject to pending legal challenges.
Yes. USCIS provides a case status tool at egov.uscis.gov/casestatus where employees can check updates using their 13-character receipt number (beginning with IOE, MSC, EAC, WAC, LIN, SRC, NBC, or YSC, among other prefixes). Common statuses include "Case Was Received" (initial filing confirmed), "Request for Evidence Was Sent" (maximum response period of 84 days, or 12 weeks, though USCIS may assign shorter deadlines depending on the form type), "Case Is Being Actively Reviewed" (officer assigned), and "Case Was Approved." If the employer uses Alma, employees also have real-time case tracking through their employee portal with proactive milestone alerts.
Several pathways exist depending on the employee's qualifications and current status. The O-1A visa (extraordinary ability) has no annual cap and can be filed at any time. Cap-exempt H-1B positions at qualifying universities, nonprofit research organizations, or government research entities are not subject to the lottery. The L-1 (intracompany transfer) applies to employees transferring from a foreign affiliate. The TN visa applies to Canadian and Mexican citizens in qualifying professions. And the EB-2 NIW green card allows qualifying advanced degree professionals to self-petition without employer sponsorship or PERM, potentially shortening the overall green card timeline by 15 to 24 months compared with the PERM-based pathway at current DOL processing speeds.
