We will place the ad in all of the relevent locations needed for the DOL Form 9089.
Our PERM advertising agency provides immigration-based recruitment advertising and consulting services to lawyers and law firms who represent different companies in the U.S. We have extensive experience in PERM advertising so we can help you strategically place advertisements that will maximize DOL approval rates, while avoiding the high costs and time delays associated with application rejections and audits.
Our PERM advertising agency provides immigration-based recruitment advertising and consulting services to lawyers and law firms who represent different companies in the U.S. We have extensive experience in PERM advertising so we can help you strategically place advertisements.
We can run PERM Advertising within any city in the U.S in newspapers of general circulation, radio stations, as well as Local & Ethnic papers per 20 CFR 656.17.
We specialize in the composition, abbreviation, pricing and placement of ads at the most affordable rates, all in compliance with PERM regulations.
Help us get you an ad cost quickly by filling out the information relevant to your request and we will have it quoted for you.
When you are ready, please submit a PERM request in your Customer Portal.
Provide necessary documentation and tear sheets that all the required steps were completed to the Department of Labor ( DOL)
Please submit relevant documents related to the advertisement, and we will get started on the ad.
For professional positions, employers must also post the job on at least one of the additional advertising methods further detailed below.
Ad is placed for 30 consecutive days, and DOL Form 9089 is issued.Apply Now
We are experienced in placing PERM ads in the
following media outlets:
We work with immigration attorneys and individual companies across the country, handling all phases of the PERM labor certification immigration advertising process. Outstanding service, accurate ad placement, complete and organized documentation, and the lowest possible prices have allowed us to form relationships with many of the nation’s leading immigration attorneys and we pledge 100% client satisfaction every step of the way.
PERM is a system through which employers can hire a foreign national by submitting an application electronically or by mail to DOL in which they attest that they have taken certain steps to recruit U.S. workers and that they have been unable to locate a qualified U.S. worker for the position. Employers will be responsible for documenting their compliance with the recruitment steps enumerated in the regulations, but they will only submit that documentation to DOL if DOL chooses to audit their applications.
Through electronic filing and the audit-based adjudication process, DOL reports that “clean” applications take less than 60 days to adjudicate. In users’ experience, applications may be processed very quickly – sometimes in less than a week – but normally take 60-90 days. Processing times for audited cases also vary, with some being decided quickly and others not processed for months.
Employers must utilize several forms of recruitment within the six months prior to filing the application, must place a job order with the State Workforce Agency (SWA), must post an internal notice of the job opportunity on site at the company as well through any in-house company media in which jobs are ordinarily posted, and must secure a prevailing wage determination from the SWA.
Prior to filing an application for labor certification, an employer must place two advertisements on two different Sundays in a newspaper of general circulation in the area of intended employment. For higher-level positions requiring experience and an advanced degree, the employer may use an advertisement in a professional journal in place of one of the Sunday ads. Both ads must have been placed more than 30 days, but not more than 180 days, before filing, and may be placed on consecutive Sundays. The ad must list the name of the employer, the geographic area of employment (only if the job site is unclear, e.g., if applicants respond to a location other than the job site or if the employer has multiple job sites), and a description of the position specific enough to apprise U.S. workers of the job opportunity.