Who We Work With
JBR Immigration works with a range of healthcare organizations that are recruiting or considering sponsoring internationally educated nurses and healthcare professionals.
Hospitals and health systems
Nursing facilities and long-term care employers
Home-health organizations
Healthcare staffing agencies
Clinics and outpatient providers
Other healthcare employers considering international nurse recruitment
Workforce Planning and Immigration Strategy
International nurse recruitment is a long-term workforce strategy, not a quick fix. Immigration timelines for employment-based cases can span several years depending on the visa category, the nurse's country of birth, and other factors. Healthcare employers benefit from integrating immigration planning into their broader workforce strategy early — before positions become urgent.
Understanding realistic immigration timelines before making commitments to candidates
Aligning recruitment pipelines with immigration processing realities
Planning for multiple cohorts of nurses at different stages of the process
Coordinating immigration strategy with HR, recruitment, and credentialing teams
Sponsorship Strategy and Employer Eligibility
Not every employer is immediately positioned to serve as an immigration sponsor. Before beginning the process, it is important to assess whether the organization meets the requirements to act as a petitioner, understand the obligations that come with sponsorship, and determine which immigration pathway is appropriate for the position and the nurse.
Assessing employer eligibility to serve as a petitioner
Identifying the appropriate visa category for the position and candidate
Understanding labor certification and prevailing wage obligations
Evaluating the employer's capacity to manage sponsorship obligations over time
Compliance Considerations
Immigration sponsorship carries ongoing compliance obligations. Employers should understand what is required of them throughout the process — not only at the time of filing, but during the nurse's employment and beyond. Compliance failures can have serious consequences for both the employer and the sponsored employee.
Maintaining accurate records of sponsored employees' immigration status
Understanding obligations related to wages, working conditions, and job duties
Managing status changes, extensions, and amendments as circumstances evolve
Avoiding practices that could be construed as immigration-related retaliation or coercion
Coordination With Recruiters and Credentialing Professionals
International nurse recruitment typically involves multiple professionals — recruiters, credentialing specialists, licensing boards, and immigration counsel. Effective coordination among these parties helps avoid delays and miscommunication. JBR Immigration can work alongside your existing recruitment and credentialing partners to ensure that immigration considerations are addressed at each stage of the process.
Case Timelines and Documentation
Immigration cases involve multiple government agencies, each with its own processing times and documentation requirements. Employers should expect that timelines will vary and that delays can occur for reasons outside anyone's control. Thorough documentation from the outset — including accurate job descriptions, organizational records, and wage data — helps reduce the risk of requests for evidence and other complications.
Preparing accurate and complete job descriptions and organizational documentation
Understanding the sequence of filings and agency processing times
Planning for potential delays, requests for evidence, and appeals
Maintaining documentation throughout the sponsorship period
Family-Member Immigration Planning
Many internationally educated nurses have spouses and children who may be eligible to accompany or follow them to the United States. Employers who understand this dimension of the process are better positioned to support their sponsored nurses and reduce attrition. JBR Immigration can help employers understand how family-member immigration fits into the overall case strategy.
Communication and Case Management
Clear, consistent communication between the employer, the nurse, and immigration counsel is essential to a well-managed case. Employers should establish internal points of contact for immigration matters, maintain regular communication with counsel, and ensure that nurses are kept informed of their case status and any actions required of them.
Frequently Asked Questions
Disclaimer: The information on this page is for general informational purposes only and does not constitute legal advice. Immigration law is complex and fact-specific. Contacting JBR Immigration or submitting an inquiry does not create an attorney-client relationship. Do not share confidential information until a formal attorney-client relationship has been established.
Ready to Discuss Your Workforce and Sponsorship Needs?
Every healthcare organization's situation is different. Contact JBR Immigration to discuss your workforce planning needs and learn how we may be able to support your international nurse recruitment strategy.
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