H-1B vs. PERM Sponsorship History: What Employer Records Actually Tell You

The ten selected employer profiles report 2,901 active US posting records across all role families in the October 22 stored snapshot, observed October 26. This is an editorial sample of monitored sources, not a US-market census or a count of unique vacancies across boards.

The government filing cutoffs have not advanced: the held FY2026 data still end June 30, 2026. The update adds newer inventory context rather than claiming newly released government records. Salesforce has 546 all-role postings alongside 3,432 certified H-1B LCA filings and 1,284 certified PERM filings over FY2025 plus the partial FY2026 record. These are separate populations and cannot be divided into a green-card conversion rate.

Posting-language signals and filing history answer different questions. A zero extracted positive or negative count is not proof that sponsorship is available or unavailable. Read the exact requisition, authorization conditions and employing entity before acting on the signal. Historical certified filings do not establish current support, an approval probability or a hiring promise.

An H-1B LCA is a labor-condition filing that precedes a petition determination. DOL certification and USCIS approval are distinct events. A certified LCA can describe multiple positions, so an LCA total should not be presented as a count of people hired.

PERM concerns permanent labor certification. In the usual labor-certification pathway, DOL certification precedes the employer’s immigration petition to USCIS; it does not by itself grant permanent residence. Not every employment-based route uses PERM, so this comparison is not a census of all green card sponsorship.

For a job seeker, the H-1B table answers a historical-activity question about one program. The PERM table answers a separate historical-activity question about labor certification. Neither establishes the current employer’s policy for a particular candidate or requisition.

The chart below displays certified FY2025 H-1B LCA counts for each selected profile. The underlying table also shows FY2024 and the partial FY2026 total. Employers remain in the same editorial order in both program charts so the comparison does not quietly become a ranking.

Salesforce has 1,863 certified H-1B LCA filings in FY2025; Snowflake has 427; Qualtrics has 96. Those are filing records under the profile’s entity mapping, not counts of sponsored current jobs.

Higher historical volume can help identify substantial recorded activity. It does not control for workforce size, role mix, transfer and renewal activity, multiple positions per filing, or disclosure coverage. It cannot tell you which employer will accept your application.

The separate chart uses certified PERM counts in FY2025. It preserves the same company order and shows its own complete and partial fiscal-year values. Do not interpret a PERM bar as the number of new hires who received green cards.

Salesforce’s certified PERM count changes from 71 in FY2024 to 809 in FY2025, while its LCA count changes from 2,275 to 1,863. The directions differ across the two recorded programs. This does not identify why the difference occurred or whether the same workers were involved.

The comparison supports keeping two evidence columns in an employer-research shortlist. Current authorization support, future permanent-residence support and timing still need separate confirmation from the employer.

Dividing a PERM count by an LCA count produces a numerical ratio, but not a worker conversion rate. The numerator and denominator come from different filing processes, may cover different legal entities, and can concern different cohorts and dates. This dataset contains no person-level linkage or outcomes.

For the same reason, the employer with the largest historical total is not automatically the best choice for someone who needs both temporary work support and future permanent-residence sponsorship. Assess the relevant current role and each pathway’s support separately.

Keep three dates separate: the October 13 company snapshot, the timestamp when this study read the profile, and the government disclosure coverage through June 30. Publishing an article in October does not make the historical filings October activity.

Historical totals are retrospective. They do not establish that a company remains able or willing to file today, particularly when employer policies or government program eligibility change after the disclosure cutoff. Check current employer statements and official program notices before relying on a historical shortlist.

Ask the employer to distinguish support for the current work-authorized role from any future permanent-residence process, and keep the answer tied to the employing legal entity and requisition. Individual immigration decisions require facts this aggregate study does not contain.

Build a two-column employer evidence log: H-1B LCA history and PERM history. Record each program’s legal-entity coverage, fiscal years and data-through date.

Use FY2024 and FY2025 for complete-year comparisons. Label FY2026 through June 30 as partial coverage; do not extrapolate it or describe it as a full fiscal year.

Return to the live company profile, read the current job posting and confirm both kinds of support separately. The study helps frame the questions; it cannot answer for an individual applicant.