Ensure your PERM labor certification case meets all Department of Labor (DOL) advertising requirements with expertly prepared, compliant recruitment campaigns
PERM advertising is a critical part of the PERM labor certification process required when employers sponsor foreign workers for permanent employment in the United States. Before filing ETA Form 9089, U.S. employers must document good-faith recruitment efforts to test the U.S. labor market and demonstrate that no qualified U.S. workers are available for the position.
We prepare and submit your job order with the appropriate state workforce agency, fulfilling the mandatory 30-day posting requirement.
We place your job ad in two consecutive Sunday editions of a newspaper of general circulation that aligns with PERM regulations, including proof of publication.
We help draft the Notice of Filing (NOF) for in-house posting and provide guidance on compliant placement and documentation.
For professional occupations, we assist with additional recruitment options (e.g., job boards, employer website postings, trade journals, job fairs) as required by the DOL.
Receive a complete set of tear sheets, printouts, screenshots, and recruitment records suitable for your PERM recruitment report and potential audits.
Provide your job description, location, and ETA Form 9089 data.
We design compliant ads that reflect your required qualifications and job duties without over-restrictive language.
Ads are placed with verified publications, job boards, and SWA systems within DOL-specified timelines.
You receive official tear sheets and documentation packages for all advertisements, ready for your PERM file.
We stay current with DOL advertising requirements so your ads are published correctly the first time.
Your ads are drafted to specifically align with the role and PERM regulation language—not generic templates.
From job order to tear sheets and recruitment reports, we provide all required advertising documentation.
Designed for law firms and HR teams navigating PERM labor certification.
Ads must include the employer's name, job title, essential duties, location, and contact/resume instructions consistent with ETA Form 9089.
Advertising steps run alongside your recruitment timeline—typically 30 days for job orders and 2 consecutive Sundays for newspaper ads—with an additional 30-day quiet period before filing.
Yes — tear sheets and documentation of each ad are required for your recruitment report and must be retained for potential DOL audits.