When researching the EB-3 program, many people tend to focus on costs, processing times, and wages. However, before making a decision, one important issue that needs to be verified is whether the EB-3 job is real and whether the employer behind the position actually exists.
An attractive advertisement, a high wage, or information claiming that a “job is available” is not enough to prove the authenticity of an employment opportunity. Workers need to know what job they will be doing, where they will work, which company they will work for, and whether this information remains consistent throughout the process.
A REAL EB-3 JOB MUST BE CONNECTED TO AN EMPLOYER
One of the first factors in determining whether an EB-3 job is real is information about the U.S. employer.
For employment-based EB-3 cases, the employer plays an important role in the recruitment and sponsorship process for the worker. In cases requiring Labor Certification, the employer completes the PERM process before proceeding to file the I-140 immigrant petition.
Therefore, workers should not simply know in general terms that they will “work in the United States.” Basic information such as the employer, job position, work location, and job requirements should be clearly identified during the case process.
JOB INFORMATION SHOULD BE SPECIFIC AND CLEAR
To verify whether an EB-3 job is real, workers should also learn the details of the position being offered.
“Supermarket employee” or “automotive technician” are only general job titles. Applicants need to understand the specific duties, work location, experience or skill requirements, and other conditions related to the position.
For a real EB-3 job, information about job duties should also be clearly defined. For example, a supermarket employee may perform various duties depending on the employer’s needs.
The more specific the information is, the more basis workers have to determine whether the job is suitable for them.
VERIFY INFORMATION ABOUT THE U.S. EMPLOYER
When verifying whether an EB-3 job is real, workers should proactively research the company offering the position.
They can begin with publicly available information such as the company’s official website, business activities, operating locations, and presence in the United States.
However, it is important to note that the existence of a legitimate company does not mean that every job offer using that company’s name is trustworthy. Information about a real company can still be used without authorization.
Therefore, the employer, job position, work location, and documents provided should be consistent with one another.
BE CAUTIOUS IF YOU DO NOT KNOW WHO THE EMPLOYER IS
An important issue when evaluating whether an EB-3 job is real is whether the worker is provided with clear information about the employer.
Not every detail necessarily has to be provided during the initial consultation. However, before making significant financial or legal decisions, applicants should understand which program they are participating in, what their expected job is, and which parties are involved in their case.
If you are asked to make a substantial payment while the employer, job position, or work location remains very unclear, you should request a clear explanation before proceeding.
In particular, caution should be exercised if information about the employer repeatedly changes without a specific reason or explanation.
COMPARE THE INFORMATION WITH THE CONTRACT
Contracts and related documents are also important references for verifying whether an EB-3 job is real.
Workers should compare the information provided during consultation with the information stated in the documents. If a specific employer, position, or location was initially introduced but the information later changes, the reason should be clarified.
The responsibilities of each party, fees, procedures in the event of changes, and other important terms should also be carefully reviewed before signing.
Workers should not rush into a decision simply because they are asked to “pay to reserve a spot” when basic information about the job and employer remains unclear.
A HIGH WAGE DOES NOT PROVE THAT A JOB IS REAL
Wages are an important consideration, but income alone cannot be used to determine whether an EB-3 job is real.
An advertisement offering an attractive wage can easily draw applicants’ attention. However, if the advertisement emphasizes income while failing to clearly explain the employer, location, and job duties, workers should conduct further verification.
Instead of only asking, “How much is the wage?”, applicants should also ask: What job will I be doing? Where will I work? Who is the employer? What are the actual requirements of the position?
An employment opportunity should be evaluated based on the overall information, not merely on a single income figure.
A REAL EB-3 JOB DOES NOT GUARANTEE A VISA
Even after confirming that an EB-3 job is real, this does not mean that the worker is guaranteed to receive a visa.
The employer, consulting agency, and attorney are not the authorities with the final power to decide whether a U.S. immigrant visa will be issued. The case must still go through the applicable adjudication stages and meet the relevant requirements.
Therefore, it is important to distinguish between the authenticity of the job and the outcome of the immigration case.
Advertisements claiming “guaranteed approval,” “guaranteed visa,” or guaranteeing a successful outcome should be treated with caution, even if the job information appears attractive.
TGA WORKS DIRECTLY WITH U.S. EMPLOYERS
TGA works directly with employers in the United States and currently offers EB-3 positions for different groups of applicants.
Currently, TGA offers a Supermarket Employee position in Indiana for EB-3 Unskilled applicants and an Automotive Technician position in Georgia for EB-3 Skilled applicants with suitable experience.
Providing information about the job, position requirements, and employer gives applicants a stronger basis for evaluating the opportunity before deciding to proceed with their case.
CONCLUSION
To determine whether an EB-3 job is real, workers should not rely solely on wages, advertising images, or promises.
Verify the employer, job position, work location, recruitment requirements, and the consistency of the information throughout the process. The existence of a legitimate employer alone is not enough; the job being offered and the related documents should also have a clear basis.
Therefore, verifying whether an EB-3 job is real and understanding the employer from the beginning are important steps before making a decision.
