PERM Advertising Services You Can Trust
Expert PERM advertising services for immigration law firms. Maximize DOL approval rates with strategic recruitment advertising and consulting services nationwide.
What Is PERM Advertising?
PERM (Program Electronic Review Management) requires employers to conduct a specific recruitment process before filing a labor certification application with the Department of Labor. This includes placing advertisements in newspapers, on job boards, and through other channels to demonstrate that no qualified U.S. workers are available for the position.
Our PERM Advertising Services
A comprehensive suite of PERM advertising and recruitment services.
SWA Job Order Placement
State Workforce Agency job order placement in compliance with DOL requirements for your PERM labor certification.
Newspaper Advertising
Strategic newspaper ad placement that meets DOL rules for circulation, timing, and content requirements.
Internal Notice of Filing
Preparation and guidance for your internal notice of filing to meet DOL posting requirements.
Additional Recruitment Steps
Professional and specialty recruitment advertising including trade journals, websites, and job fairs.
Audit-Ready Documentation
Complete documentation packages with tearsheets, proofs of publication, and audit-ready materials.
How It Works
Consultation & Job Details
We review the job requirements, location, and DOL-specific advertising needs.
Campaign Setup
We design your complete PERM advertising campaign to meet all DOL requirements.
Placement & Publication
Ads are placed in approved newspapers, job boards, and additional channels.
Proof of Advertising
You receive complete documentation with tearsheets and proofs for your PERM filing.
Why Choose Our PERM Advertising Support
Regulatory Compliance
Every campaign is designed to meet DOL requirements for timing, content, and placement.
Custom-Written Ads
Ad copy is crafted to accurately reflect job requirements while maintaining DOL compliance.
End-to-End Support
From initial consultation through final documentation — we handle every step of the advertising process.
Ideal for Attorneys & Employers
We work directly with immigration attorneys and HR teams to streamline the PERM process.
Frequently Asked Questions
PERM is a system through which employers can hire a foreign national by submitting an application electronically or by mail to DOL in which they attest that they have taken certain steps to recruit U.S. workers and that they have been unable to locate a qualified U.S. worker for the position. Employers will be responsible for documenting their compliance with the recruitment steps enumerated in the regulations, but they will only submit that documentation to DOL if DOL chooses to audit their applications.
Through electronic filing and the audit-based adjudication process, DOL reports that “clean” applications take less than 60 days to adjudicate. In users’ experience, applications may be processed very quickly – sometimes in less than a week – but normally take 60-90 days. Processing times for audited cases also vary, with some being decided quickly and others not processed for months.
Employers must utilize several forms of recruitment within the six months prior to filing the application, must place a job order with the State Workforce Agency (SWA), must post an internal notice of the job opportunity on site at the company as well through any in-house company media in which jobs are ordinarily posted, and must secure a prevailing wage determination from the SWA.
Prior to filing an application for labor certification, an employer must place two advertisements on two different Sundays in a newspaper of general circulation in the area of intended employment. For higher-level positions requiring experience and an advanced degree, the employer may use an advertisement in a professional journal in place of one of the Sunday ads. Both ads must have been placed more than 30 days, but not more than 180 days, before filing, and may be placed on consecutive Sundays. The ad must list the name of the employer, the geographic area of employment (only if the job site is unclear, e.g., if applicants respond to a location other than the job site or if the employer has multiple job sites), and a description of the position specific enough to apprise U.S. workers of the job opportunity.