Can Employers Increase Salary to Improve H-1B Lottery Odds? Complete Strategy Guide

Introduction

Yes, employers can strategically increase salaries to significantly improve H-1B lottery selection odds under the new H-1B wage-weighted lottery strategy and system that took effect for FY 2027 registrations. The Department of Homeland Security’s final rule, published December 23, 2025, replaced the purely random lottery with a weighted selection process that assigns multiple entries based on the wage level offered. The new H-1B wage-weighted lottery strategy system, established by the new rule, will take effect on February 27, 2026, for the FY 2027 H-1B registration season. This fundamental shift means salary optimization is now a legitimate and powerful strategy for improving a candidate’s odds of H-1B selection using the H-1B wage-weighted lottery strategy. Employers leveraging the H-1B wage-weighted lottery strategy can enhance their overall competitiveness in securing talent.

A recent presidential proclamation introduced a $100,000 fee for new H-1B petitions filed for beneficiaries outside the United States who require consular processing, which is expected to result in fewer total H-1B registrations for the FY 2027 cap season.

This guide covers salary optimization strategies, wage level impacts, compliance requirements, and practical implementation steps for the new system. The content is designed for HR professionals, employers seeking H-1B talent, immigration attorneys, and foreign nationals pursuing H-1B sponsorship. Understanding these mechanics matters because the difference between wage levels can mean the difference between one lottery entry and four—a 300% improvement in selection probability. Employers should also review last year’s filings to identify trends and optimize their approach for the upcoming registration period.

Employers must navigate the intricacies of the H-1B wage-weighted lottery strategy, ensuring they understand each component’s role in improving selection odds. Understanding the H-1B wage-weighted lottery strategy is vital for companies aiming to attract top talent.

The H-1B wage-weighted lottery strategy is essential for employers looking to enhance their chances of selection. By applying this strategy, employers can navigate the complexities of the H-1B lottery system effectively.

By implementing the H-1B wage-weighted lottery strategy, employers can significantly enhance their chances of attracting highly qualified candidates. The H-1B wage-weighted lottery strategy creates a more equitable playing field for foreign nationals seeking employment within the U.S.

Direct answer: Under the weighted lottery system, registrations at wage level IV receive four entries into the lottery pool, Level III receives three entries, Level II receives two entries, and Level I receives only one entry. Employers can increase salaries to reach higher wage levels and proportionally improve their lottery odds.

The H-1B wage-weighted lottery strategy is an essential tool for employers navigating the competitive landscape of H-1B sponsorship.

Employers can increase a candidate’s chances of selection by offering a salary that meets the upper tiers of prevailing wages for their specific occupation and location. For the upcoming FY 2027 H-1B cap season, employers should target salaries that meet higher DOL wage levels to improve selection odds. Employers can benefit by identifying roles where a modest salary increase would push the candidate into the next higher Occupational Employment and Wage Statistics wage level, significantly improving selection odds. Employers should consider salary adjustments to maximize the number of lottery entries for H-1B candidates.

Utilizing the H-1B wage-weighted lottery strategy, employers can create a more compelling case for their candidates while ensuring compliance with the latest regulations.

Key outcomes from this guide:

• Understanding exactly how the wage-weighted lottery mechanics work
• Learning specific salary optimization methods within compliance requirements
• Calculating cost-benefit tradeoffs for salary increases
• Implementing strategic geographic and SOC code optimization
• Understanding and applying the principles of the H-1B wage-weighted lottery strategy
• Creating a timeline for H-1B registration process preparation

Introduction to the H-1B Program

The H-1B wage-weighted lottery strategy ensures that employers can maximize their chances of securing the best talent available.

The H-1B program is a cornerstone of the U.S. immigration system, enabling employers to address critical talent shortages by hiring foreign nationals for specialty occupations. Administered by U.S. Citizenship and Immigration Services (USCIS), the H-1B visa allows employers to temporarily employ highly skilled workers in fields such as technology, engineering, finance, and healthcare. Each year, the program is subject to an annual quota—commonly referred to as the H-1B cap—which limits the number of new H-1B visas that can be issued.

To qualify for the H-1B, a foreign national must possess at least a bachelor’s degree or its equivalent in a field directly related to the offered position. Employers must demonstrate that the job itself requires a professional with such credentials, ensuring that the role meets the definition of a specialty occupation. The H-1B program is highly competitive, with demand for visas often far exceeding the annual quota. As a result, employers must navigate a complex process overseen by immigration services, making strategic planning essential for securing top global talent.

Understanding the Wage-Weighted H-1B Lottery System

The new H-1B wage-weighted lottery strategy emphasizes the importance of wages in determining selection odds.

The wage-weighted lottery represents the most significant change to H-1B selection in the program’s history. Under this new system, the Department of Labor’s prevailing wage classifications directly determine how many entries each registration receives in the selection pool. For employers seeking competitive advantage, understanding these mechanics is essential for strategic planning.

Incorporating the H-1B wage-weighted lottery strategy into your hiring practices is crucial for effective talent acquisition.

The Department of Labor’s four-level prevailing wage system is used to determine the number of lottery entries for each beneficiary. The higher the wage level offered, the more entries a candidate receives in the H-1B lottery. The number of lottery entries a beneficiary receives is tied to these four wage levels.

The Department of Labor’s four-level prevailing wage system is used to determine the number of lottery entries for each beneficiary. The higher the wage level offered, the more entries a candidate receives in the H-1B lottery. The number of lottery entries a beneficiary receives is tied to these four wage levels.

How the New Lottery System Works

Employers tracking the H-1B wage-weighted lottery strategy can better align their salary offers with market conditions.

The new final rule replaced random selection with a weighted selection process that multiplies lottery entries based on wage level. Previously, every H-1B registration had identical odds regardless of the offered wage—approximately 30% in recent years past. Now, higher wages translate directly into more entries in the lottery pool.

USCIS adopted the Department of Labor’s Occupational Employment and Wage Statistics (OEWS) as the foundation for this system. These wage statistics establish prevailing wage thresholds for each specific occupation within each geographic area. The policy rationale explicitly prioritizes selection of higher skilled workers and those with more experience—using the wage level offered as a proxy for skill level.

The selection process works as follows: when employers submit registrations in early March, USCIS assigns entry multipliers based on the wage level that corresponds to the offered wage. Higher wage levels receive proportionally more entries, dramatically improving selection odds.

Wage Level Classifications and Requirements

Understanding the mechanics of the H-1B wage-weighted lottery strategy can lead to better hiring outcomes.

The DOL’s four-tier prevailing wage system determines lottery entry multipliers:

Employers can take advantage of the H-1B wage-weighted lottery strategy to navigate complex salary requirements effectively.

When considering the H-1B wage-weighted lottery strategy, employers should focus on aligning salary with skill levels to maximize selection odds.Employers leveraging the H-1B wage-weighted lottery strategy can enhance their appeal to high-skilled candidates.The H-1B wage-weighted lottery strategy underscores the need for proper documentation of wage levels.

H-1B Registration Process

The H-1B wage-weighted lottery strategy is vital for employers seeking to maintain compliance while maximizing their hiring potential.

The H-1B registration process is the critical first step for employers seeking to sponsor foreign nationals under the H-1B cap. Each year, the process typically opens in early March, giving employers a limited window to submit registrations for their chosen candidates. During registration, employers provide essential details about both the company and the beneficiary, including the candidate’s personal information and the specifics of the intended employment.

A key component of the registration is the selection of the Standard Occupational Classification (SOC) code, which defines the job classification, and the wage level, which is determined using the Department of Labor’s Occupational Employment and Wage Statistics (OEWS). The wage level reflects the complexity and requirements of the position, and directly impacts the candidate’s odds in the lottery system. Employers must ensure that the wage offered meets or exceeds the prevailing wage for the SOC code and geographic area of employment.

Once the registration period closes—usually after two weeks—USCIS conducts a lottery to select which registrations will move forward to the petition stage. The lottery is now weighted based on wage level, making accurate and strategic completion of the registration process more important than ever for employers aiming to secure H-1B talent.

Employers implementing the H-1B wage-weighted lottery strategy can expect a more streamlined selection process.

How Salary Increases Impact H-1B Lottery Odds

Building on the wage level framework, employers can calculate precisely how salary adjustments affect a candidate’s odds of selection. The math is straightforward but the strategic implications are profound. For the upcoming FY 2027 H-1B cap season, employers should target salaries that meet higher DOL wage levels to improve selection odds.

Understanding the H-1B wage-weighted lottery strategy allows employers to make informed decisions regarding salary adjustments and compliance with labor regulations.

Lottery Entry Multipliers by Wage Level

The H-1B wage-weighted lottery strategy offers clarity within the complex landscape of immigration policies.

The weighted lottery system assigns entries as follows:

• • Level I wage: 1 entry (baseline)
  • Level II wage: 2 entries (2x improvement)
  • Level III wage: 3 entries (3x improvement)

By adhering to the principles of the H-1B wage-weighted lottery strategy, firms can enhance their recruitment strategies.

• Level IV wage: 4 entries (4x improvement)

For concrete illustration: if an employer increases a software engineer’s salary in San Francisco from Level II ($145,000) to Level IV ($195,000), they move from 2 entries to 4 entries—doubling their presence in the selection pool. This represents a significant investment, but the lottery advantage is mathematically clear.

The actual wage must accurately reflect the position’s requirements and the offered wage must meet or exceed the prevailing wage threshold for the target level. Documentation must demonstrate the salary corresponds to the intended employment duties.

Employers who leverage the H-1B wage-weighted lottery strategy effectively can see a significant increase in their selection odds, optimizing their approach to talent acquisition.

Employers must recognize that the H-1B wage-weighted lottery strategy directly impacts their ability to attract qualified talent.

Selection Probability Improvements

Under the previous system with approximately 30% selection odds, moving from Level I to Level IV effectively quadruples lottery presence. While exact odds depend on the composition of the applicant pool each year, the relative advantage is substantial.

Consider this scenario with simplified math: if 100,000 registrations compete for 65,000 regular cap slots, and the average registration receives 2 entries, the total pool contains 200,000 entries. A Level IV registration with 4 entries has twice the selection probability of the average applicant and four times the probability of a Level I registration.

For candidates with a U.S. master’s degree or higher degree from US colleges or universities, the benefit compounds. Master’s degree holders first enter the 20,000 H-1B cap lottery for candidates with higher degrees. If not selected there, they enter the 65,000 regular cap lottery. At Level IV wages, this creates multiple high-probability selection opportunities.

Applying the H-1B wage-weighted lottery strategy can significantly influence hiring success rates.

Additionally, H-1B petitions filed by institutions of higher education, or a related or affiliated nonprofit entity, and those filed by nonprofit or governmental research organizations, are exempt from the H-1B cap.

Cost-Benefit Analysis Framework

Employers must weigh salary increase costs against improved selection odds and long-term value:

Cost factors:

Employers who embrace the H-1B wage-weighted lottery strategy can better position themselves in a competitive job market.

• Annual salary differential between wage levels
• Benefits cost increases tied to higher base salary
• Multi-year commitment to elevated compensation

Benefit factors:

The H-1B wage-weighted lottery strategy reinforces the importance of compliance and fair pay.

• • Improved selection probability (potentially 2x-4x)
  • Reduced risk of losing the H-1B lottery entirely
  • Employee retention benefits from competitive compensation
  • Avoided costs of re-recruiting if candidate is not selected

Firms utilizing the H-1B wage-weighted lottery strategy should document their approach to salary offers.

For a specialized roles position where the Level II to Level IV salary difference is $40,000 annually, the three-year cost premium is $120,000. However, if Level IV selection is successful while Level II would have failed, the employer secures a critical hire. The calculation favors salary optimization when the position is truly essential and the candidate is highly qualified.

Strategic Salary Optimization Methods

Beyond simply increasing salaries, employers can optimize their approach through systematic analysis of wage thresholds, geographic considerations, and SOC code selection.

Prevailing Wage Analysis Process

Employers should educate themselves on the H-1B wage-weighted lottery strategy to understand its implications.

Before the registration process begins, employers should conduct comprehensive wage analysis:

1. Obtain current OEWS data: Access the Department of Labor’s Foreign Labor Certification Data Center to identify prevailing wage thresholds for the position’s SOC code and geographic area.
2. Calculate level thresholds: Determine the exact salary required to reach each wage level for the intended employment location. Note that thresholds change annually when new wage statistics are released.
3. Assess budget flexibility: Compare the salary required for each level against budget constraints and internal equity considerations. Determine the highest sustainable wage level.
4. Document wage determination: Prepare documentation demonstrating the offered wage accurately reflects position duties and that the wage level claimed is appropriate. Immigration counsel should review documentation before registration.

Geographic Optimization Strategies

Utilizing the H-1B wage-weighted lottery strategy also ensures that employers can justify wage levels while maintaining compliance with immigration laws.

Wage level thresholds vary dramatically by location, creating strategic opportunities. Employers can use geographic arbitrage to enhance H-1B lottery success by selecting a work location with lower prevailing wage rates:

The H-1B wage-weighted lottery strategy allows organizations to optimize their recruitment strategies effectively.Employers should leverage the H-1B wage-weighted lottery strategy as part of their long-term hiring plans.

SOC Code Selection Impact

Understanding the H-1B wage-weighted lottery strategy in-depth is essential for successful navigation of the system.

The standard occupational classification code assigned to a position affects wage level thresholds. Related codes may have different prevailing wage requirements:

Employers can significantly improve their hiring outcomes through the H-1B wage-weighted lottery strategy.The H-1B wage-weighted lottery strategy facilitates a fair and successful selection process for all candidates.Employers must ensure their salary offerings align with the H-1B wage-weighted lottery strategy for compliance.

Entry-Level Positions and the H1B Lottery

Entry-level positions, typically classified as Level I under the Department of Labor’s wage level system, face unique challenges in the H-1B lottery. Under the new weighted lottery system, Level I wage offers receive only a single entry into the lottery pool, significantly reducing their selection probability compared to higher wage levels. This means that entry-level workers—often recent graduates or those new to the workforce—are at a disadvantage when competing for H-1B slots.

By employing the H-1B wage-weighted lottery strategy effectively, employers can increase their odds of success.

For employers, this presents a strategic dilemma. While entry-level roles may be essential to business operations, offering only the minimum wage level results in the lowest odds of selection in the 1B lottery. Employers must carefully consider whether to increase the offered wage to reach a higher wage level, thereby improving their candidate’s chances, or to accept the risk of lower selection probability. In some cases, employers may explore alternative visa options or focus on positions that can justify a higher wage level to maximize their success in the H-1B registration process.

For entry-level positions, applying the H-1B wage-weighted lottery strategy can be crucial in improving selection probabilities despite the challenges faced.

Higher Skilled Workers and the H-1B Lottery

The H-1B wage-weighted lottery strategy emphasizes the importance of offering competitive salaries for higher-skilled positions to increase selection chances.

Higher skilled workers, classified at Level III or Level IV wage levels, are now at a distinct advantage in the H-1B lottery system. The weighted lottery system, implemented by the Department of Homeland Security, assigns more entries to registrations offering higher wages—reflecting the prevailing wage for specialized roles and senior positions. As a result, employers seeking to sponsor higher skilled workers can significantly improve their selection probability by offering wages that meet or exceed Level III or Level IV thresholds.

Companies that utilize the H-1B wage-weighted lottery strategy will find themselves better equipped to attract talent.

These higher wage levels are typically associated with roles requiring advanced expertise, specialized knowledge, or significant experience. By aligning the offered wage with the complexity and demands of the position, employers not only comply with prevailing wage requirements but also maximize their odds in the weighted lottery. However, it is essential for employers to ensure that the wage level accurately reflects the job duties and that all documentation supports the classification. This approach not only enhances the likelihood of selection in the H-1B lottery but also demonstrates a commitment to fair compensation and compliance with immigration regulations.

Beneficiary-Centric Approach

The H-1B selection process has evolved to adopt a beneficiary-centric approach, fundamentally changing how lottery entries are allocated. Under this system, the focus shifts from the employer to the individual beneficiary, ensuring that each foreign national is considered only once in the selection process, regardless of how many employers submit registrations on their behalf. When multiple employers register the same beneficiary, the system consolidates these entries and assigns the number of lottery entries based on the lowest wage level offered among all registrations.

This approach is designed to prevent abuse of the system and to ensure fairness, but it also requires employers to be strategic in their filings. Employers must carefully coordinate their registration strategies, especially when competing for the same highly sought-after talent. The beneficiary-centric model means that the lowest wage level offered for a candidate will determine their selection probability, making it crucial for employers to accurately reflect the job requirements and wage levels in their registrations. By understanding and adapting to this new selection process, employers can better position themselves to attract and retain top foreign talent within the constraints of the H-1B lottery.

Common Challenges and Solutions

Adopting the H-1B wage-weighted lottery strategy can significantly reduce challenges in the hiring process.

Implementing salary optimization strategies raises practical challenges that employers must navigate.

Budget Constraints and Funding Solutions

Challenge: Many employers—particularly startups, nonprofits, and universities—cannot sustain Level IV wages for every H-1B position.

Solutions:

• • Prioritize salary optimization for most critical positions while accepting lower wage levels for others
  • Calculate long-term ROI: a $30,000 annual salary increase over 3 years costs $90,000, but losing a key hire costs far more in recruiting and opportunity costs

Employers who invest in the H-1B wage-weighted lottery strategy are likely to see enhanced recruitment outcomes.

• Consider that the annual quota limitations mean losing the lottery often means losing the candidate entirely
• Explore whether positions can be restructured under cap-exempt employers (institutions of higher education, nonprofit research organizations) to bypass the lottery system entirely

Compliance and Documentation Requirements

Challenge: USCIS scrutinizes wage level claims, and misrepresentation carries serious consequences. Employers should avoid attempts to unfairly increase their chances in the H-1B lottery by misrepresenting wage levels or job classifications.

Solutions:

• • Document that the offered wage reflects actual market conditions, not purely lottery optimization

The H-1B wage-weighted lottery strategy reflects a commitment to fair compensation and compliance with the law.

• Ensure job descriptions support the experience and skill level corresponding to the claimed wage level
• Maintain records showing the salary is consistent with similarly situated workers at the company
• Have immigration counsel review documentation before the H-1B registration to ensure defensibility
• Avoid situations where the offered wage dramatically exceeds the actual wage paid to comparable workers

Timing and Implementation Challenges

Employers should integrate the H-1B wage-weighted lottery strategy into their overall recruitment plans to maximize their effectiveness in attracting top talent.

Employers embracing the H-1B wage-weighted lottery strategy can secure their place in competitive job markets.

Challenge: The registration process occurs in early March with firm deadlines, leaving limited time for strategic adjustments.

Solutions:

• • Begin prevailing wage analysis in November/December before registration year
  • Finalize salary decisions by February to allow documentation preparation
  • When multiple employers file for the same beneficiary, coordinate to ensure wage level optimization across registrations
  • Communicate with candidates about compensation decisions and timeline well in advance

The H-1B wage-weighted lottery strategy can enhance employer strategies in attracting top-tier talent.

• Prepare for the possibility that if not selected, consular processing alternatives or other visa categories may be necessary

Frequently Asked Questions (FAQ)

1. Can employers increase salary to improve H-1B lottery odds?

Yes. Under the FY 2027 wage-weighted system, higher wage levels receive more lottery entries.
Level I = 1 entry
Level II = 2 entries
Level III = 3 entries
Level IV = 4 entries

Increasing salary to reach a higher DOL wage level can double, triple, or quadruple selection probability.

2. Does offering a Level IV wage guarantee H-1B selection?

No. The system is still a lottery. A Level IV wage provides four entries instead of one, significantly improving odds, but it does not guarantee selection.

3. What determines the H-1B wage level?

Wage level is determined using the Department of Labor’s Occupational Employment and Wage Statistics (OEWS) based on:

• SOC code (job classification)
• Geographic work location
• Experience and skill requirements

The offered salary must meet or exceed the prevailing wage for the selected level.

4. Is it legal to increase salary for lottery strategy?

Yes — if the wage accurately reflects the job duties and market conditions.
Employers must avoid:

• Inflated wages not supported by job duties
• Misclassification of SOC codes
• Misrepresentation of work location

USCIS may scrutinize inconsistent wage claims.

5. How much does moving up one wage level improve odds?

Each wage level increases entries proportionally:

• Level I → baseline
• Level II → 2x lottery presence
• Level III → 3x presence
• Level IV → 4x presence

Moving from Level II to Level IV doubles selection probability relative to Level II.

6. How does the new $100,000 H-1B fee affect strategy?

For certain beneficiaries outside the U.S. requiring consular processing, a $100,000 fee may apply. This may reduce total registrations and change overall competition levels for FY 2027.

Employers should:

• Confirm beneficiary location before filing
• Assess cost-benefit of salary increase vs. fee exposure
• Strategically prioritize U.S.-based candidates where appropriate

7. What is the beneficiary-centric H-1B lottery rule?

USCIS now selects by beneficiary, not employer.
If multiple employers register the same individual, the number of entries is based on the lowest wage level offered among all registrations.

Coordination and strategic filing are essential.

8. When is the FY 2027 H-1B registration window?

The registration period is expected to run in early March 2026 (typically a two-week window). Employers should complete wage analysis and salary decisions well before registration opens.

9. Is salary optimization worth the cost?

It depends on the role’s strategic importance.
For critical hires, a higher wage level may:

• Prevent total loss of the candidate
• Avoid re-recruitment costs
• Improve retention
• Strengthen long-term immigration planning

For mission-critical positions, salary optimization often produces a favorable ROI.

Reminders

The FY 2027 H-1B cap registration window will run from March 4 to March 19, 2026.

Employers must begin evaluating prospective H-1B candidates now to determine appropriate wage levels well before USCIS opens the FY 2027 registration period.

The USCIS will select beneficiaries, not employers, in the lottery.

If selected in the lottery, the worker must use the same passport listed in the lottery registration in the complete petition filed by the employer.

Employers can achieve strategic advantages through the H-1B wage-weighted lottery strategy.

Employers should ensure that the H-1B application is filed correctly to avoid rejection due to technical errors.

Employers may find it more cost-effective to increase salaries for U.S.-based graduates to secure higher wage levels and avoid a new $100,000 fee for certain H-1B petitions.

Employers may be reluctant to sponsor workers abroad due to the substantial additional cost of the $100,000 fee.

The $100,000 fee may be triggered if an H-1B applicant travels outside the United States prematurely during the application process.

Employers should confirm in writing that H-1B applicants are in the United States at the time of filing to avoid the $100,000 fee.

Conclusion and Next Steps

The implications of the H-1B wage-weighted lottery strategy will continue to evolve, presenting ongoing challenges and opportunities.

The shift to a weighted lottery system fundamentally changes H-1B strategy. Employers can improve selection odds by 2x, 3x, or 4x through salary optimization—moving from the lowest wage level to higher wage level classifications. This represents a significant strategic opportunity for employers willing to invest in competitive compensation.

However, success requires careful planning, compliance awareness, and realistic budget assessment. The new system favors larger employers who can sustain higher wages, creating competitive pressure that smaller organizations must navigate thoughtfully.

Immediate action items:

1. 1. Conduct prevailing wage analysis for planned H-1B positions using current OEWS data
   2. Review SOC code classifications to ensure optimal—and accurate—job classification
   3. Assess geographic flexibility for remote-capable positions

Employers are encouraged to revisit their strategies, incorporating the H-1B wage-weighted lottery strategy for future registrations.

1. Prepare compliance documentation demonstrating wage level appropriateness
2. Consult immigration counsel on registration strategy before the early March deadline

Related topics to explore: H-1B premium processing timelines, alternative visa categories (O-1, L-1) for candidates unlikely to succeed in the lottery, cap-exempt employer strategies, and long-term green card planning for H-1B workers.

Additional Resources

• • OEWS Wage Data: Department of Labor Foreign Labor Certification Data Center for current prevailing wage thresholds by occupation and location
  • SOC Code Lookup: Bureau of Labor Statistics Standard Occupational Classification system for accurate job classification

The H-1B wage-weighted lottery strategy is vital for ensuring successful candidate placements in the U.S. job market.

• • H-1B Registration Timeline: USCIS published registration period dates (typically early March) and filing deadlines
  • Compliance Checklists: Documentation requirements for wage level substantiation and position qualification

    • USCIS H-1B Electronic Registration & Selection Process — Detailed overview of the H-1B registration steps and selection mechanism. USCIS H‑1B Electronic Registration Process (USCIS)

    • USCIS H-1B Specialty Occupations — Official definition and eligibility criteria for H-1B visas. H‑1B Specialty Occupations (USCIS)

    • DOL Prevailing Wage Information — Government guidance on prevailing wage sources (relevant to optimizing wage levels). Prevailing Wages (Flag.DOL.gov)

    • Federal Register: H-1B Weighted Selection Final Rule — The actual text of the DHS final rule establishing the wage-weighted lottery system. Weighted Selection Process Rule (Federal Register)

      Government Resources

      Employers can rely on the H-1B wage-weighted lottery strategy as a cornerstone of their recruitment efforts.

    • USCIS H-1B Cap Season overview and regulatory context. H‑1B Cap Season (USCIS)

  • Herman Legal Group Blog:

    https://www.lawfirm4immigrants.com/how-to-register-for-h-1b-lottery-2027/
    https://www.lawfirm4immigrants.com/ultimate-guide-2026-h1b-lottery-registration/
    https://www.lawfirm4immigrants.com/dhs-finalizes-h-1b-weighted-lottery-final-rule/
    https://www.lawfirm4immigrants.com/can-employers-increase-h-1b-lottery-odds-2027/
    https://www.lawfirm4immigrants.com/h-1b-lottery-2026-opt-students/
    https://www.lawfirm4immigrants.com/can-i-incorporate-and-sponsor-my-own-h-1b-in-2026/
    https://www.lawfirm4immigrants.com/trump-h1b-lottery-favors-highly-paid-in-2026/

  • https://www.lawfirm4immigrants.com/new-h1b-lottery-rules-employers-2026/

Employers must utilize the H-1B wage-weighted lottery strategy to achieve optimal hiring outcomes.