H-1B filings by company are public information, and you can look any employer up for free in two federal databases. The USCIS H-1B Employer Data Hub shows petition counts and approval or denial outcomes by employer going back to fiscal year 2009. The Department of Labor’s Labor Condition Application disclosure files show the underlying job titles, wages, and worksite locations for every LCA an employer submitted before filing with USCIS. Used together, they answer how many workers a company sponsored, whether those petitions succeeded, and what it offered to pay.
Looking Up a Company in the USCIS Data Hub
The USCIS H-1B Employer Data Hub is the fastest way to see a specific employer’s petition history.1U.S. Citizenship and Immigration Services. H-1B Employer Data Hub Open the Data Hub page, type the company name into the search field, and pick a fiscal year. You can also filter by city, state, ZIP code, or NAICS industry code if you’re researching an industry rather than a single business.
Results come back split into two categories: petitions for initial employment, meaning genuinely new H-1B hires, and petitions for continuing employment, meaning extensions, amendments, and employer-change petitions for workers already in H-1B status. Each category shows approvals and denials.
If you want to run your own analysis across all employers in a given year, the Crosstab View lets you download the full dataset as a CSV or Excel file.2U.S. Citizenship and Immigration Services. H-1B Employer Data Hub Files That’s how journalists and researchers build rankings and spot trends.
How to Read the Numbers
The Data Hub reports first decisions only. That means the initial approval or denial before any appeal, and it excludes petitions the employer withdrew before adjudication.3U.S. Citizenship and Immigration Services. Understanding Our H-1B Employer Data Hub A company’s real approval rate can differ from what the raw numbers suggest.
The status labels also need some translation:
- A New Employment Approval counts a worker who was outside the U.S., switching from a different visa type, or moving into H-1B status with the same employer. It reflects a new H-1B hire.
- A Continuation Approval counts a worker already in H-1B status continuing with the same employer under the same terms. A company with big continuation numbers is mostly retaining people it already sponsored.
- A Denial means the petition failed to meet eligibility on first review. A cluster of denials at one company can point to problems documenting specialty occupation duties or meeting wage requirements.
Reading initial and continuing together tells you what an employer is actually doing. Big numbers in both columns mean active hiring plus retention. Big continuation numbers with modest initial numbers mean the workforce is stable but not growing through H-1B channels.
What the Department of Labor Data Adds
Before any H-1B petition reaches USCIS, the employer has to file a Labor Condition Application with the Department of Labor attesting to the wage, job title, worksite, and working conditions. The Office of Foreign Labor Certification publishes those records through its Performance Data system, with quarterly and annual disclosure files covering H-1B and the other LCA-based programs.4U.S. Department of Labor. Performance Data
LCA records are more granular than the Data Hub. Each one typically includes the specific job title, the Standard Occupational Classification code, the offered wage, the prevailing wage for that occupation and location, and the exact worksite address. That lets you see which roles a company is hiring for and how its offered pay compares against the local market rate.
One caveat matters: an LCA filing doesn’t prove a petition was ever submitted to USCIS or that anyone was actually hired. Employers sometimes file LCAs speculatively or drop the process before petitioning. LCA data is the earliest stage of the pipeline, not the final outcome. If you want to know what a company actually did, cross-reference LCA counts against Data Hub approvals.
Which Companies File the Most
The top of the volume list is dominated by large technology employers and global consulting firms, and the composition shifts year to year. In fiscal year 2025, Amazon led all employers with 4,644 approved petitions for initial employment and 14,532 for continuing employment. Meta Platforms, Microsoft, and Google were also in the top tier for new hires. Tata Consultancy Services held the second-highest count of continuing-employment approvals, at 5,293.1U.S. Citizenship and Immigration Services. H-1B Employer Data Hub
Consulting and outsourcing firms have historically posted some of the highest overall volumes because their business model places technical staff at client sites across long-running contracts, so they generate a constant stream of extension and employer-change petitions. Technology firms drive volume because software engineering, data science, and systems architecture fit the specialty occupation definition, which requires specialized knowledge and at least a bachelor’s degree.5U.S. Citizenship and Immigration Services. H-1B Specialty Occupations
Other sectors show up too. Financial institutions file for quantitative analysts and risk modelers. Healthcare and pharmaceutical companies file for research scientists and clinical specialists. Engineering firms file for civil, mechanical, and electrical engineers on infrastructure and manufacturing projects. Universities and nonprofit and governmental research organizations are cap-exempt, so their filings don’t count against the annual limits and can occur year-round.
What the Numbers Can Tell You About a Company
Volume alone isn’t the whole story. When you look at an employer’s filings, a few patterns are worth flagging.
A high share of H-1B workers relative to total headcount makes an employer “H-1B dependent” under Department of Labor rules. The thresholds are 8 or more H-1B workers at companies with 25 or fewer full-time equivalent employees, 13 or more at companies with 26 to 50 employees, and 15 percent or more of the workforce at companies with 51 or more employees.6U.S. Department of Labor. Fact Sheet 62C – Who is an H-1B-dependent employer? Dependent employers have to attest on every LCA that they haven’t displaced a U.S. worker within 90 days before or after filing, that they recruited U.S. workers in good faith first, and that they offered the position to any equally or better qualified U.S. applicant.7U.S. Department of Labor. H-1B Labor Condition Application Those obligations drop away for individual workers earning at least $60,000 a year or holding a master’s degree or higher.
An unusually high denial rate can point to problems with how a company documents specialty occupation roles or justifies wages. Compare that to the industry pattern before drawing conclusions.
Wage gaps show up in the LCA files. If a company’s LCA lists an offered wage well below the prevailing wage for the same occupation and location, or well below what similarly qualified U.S. workers at the company earn, that’s the kind of discrepancy that can trigger a Department of Labor complaint.
Public Access Files for Deeper Verification
If the databases raise questions you can’t answer from the numbers alone, every H-1B employer is required to keep a public access file that anyone can ask to inspect in person. Federal regulations require the employer to make the file available within one working day of filing the LCA, either at the principal U.S. office or at the worksite.8eCFR. 20 CFR 655.760 – What records are to be made available to the public
The file has to include a copy of the certified LCA, documentation of the worker’s pay rate, an explanation of how the actual wage was set for similarly qualified workers, a description of the prevailing wage source and methodology, proof that employees were notified of the filing, and a summary of benefits offered. It does not contain the H-1B petition itself or individual payroll records. Employers must keep these records for one year after the last date any H-1B worker is employed under that LCA.
Labor advocates, journalists, and workers themselves use public access files to check that an employer paid what it promised. Combined with the USCIS petition data and DOL wage data, the public access file is where a paper trail on any given H-1B employer effectively ends.