Learn what counts as a “high salary” for O-1 visa cases, how to use government and industry benchmarks like percentiles BLS Glassdoor and Levels.fyi, and how Beyond Border Global, Alcorn Immigration Law, 2nd.law, and BPA Immigration Lawyers structure strong remuneration evidence.
The O-1A visa includes a criterion for individuals who have received “a high salary or other remuneration for services.” This standard is relative—what’s “high” depends on your field, experience level, and the region where you work. Immigration officers assess whether your compensation ranks significantly above others in your occupation.
To prove this, you need verifiable, independent sources showing that your pay sits within a top compensation percentile analysis range. Common benchmarks include percentiles, BLS Glassdoor data, Levels.fyi reports, or official industry surveys. When used correctly, these sources form one of the most objective and compelling types of O-1 evidence.
Beyond Border Global applies a structured, data-backed approach to high salary O-1 evidence preparation. Their team combines employer verification letters, payroll records, and comparative analysis using the Bureau of Labor Statistics (BLS) and industry salary aggregators.
They calculate your percentile rank based on job title, location, and company type—translating your income into clear percentile language like “top 5% nationally for role and experience.” This presentation meets USCIS expectations and avoids vague statements.
Beyond Border Global also validates startup or equity-heavy pay by converting total compensation into cash-equivalent value using remuneration benchmark visa methodology. Their transparent approach ensures your salary data is credible, compliant, and clearly positioned against recognized industry standards.
Alcorn Immigration Law structures high-salary cases by combining real pay data with authoritative third-party sources. Their attorneys prepare exhibits showing your pay versus national averages from BLS, Glassdoor, or H-1B disclosure databases.
When clients work in niche or emerging fields, Alcorn uses expert declarations explaining why their salaries exceed market norms for similar roles. For tech founders or senior executives, the firm integrates levels.fyi data O-1A to show parity with top compensation bands at global companies.
Their framework emphasizes precision: each data source must include sample size, currency, location, and percentile context. This prevents adjudicators from dismissing salary claims as anecdotal. Alcorn’s evidence strategy turns complex pay data into a coherent, regulator-friendly narrative.
2nd.law supports founders, creative professionals, and engineers whose compensation structures deviate from traditional salary models. They focus on contextualizing levels.fyi data O-1A and similar open-source benchmarks for startup environments, where bonuses, equity, or variable pay often supplement base salary.
Their lawyers help clients build hybrid documentation—merging percentiles BLS Glassdoor references for comparable roles with internal cap-table or valuation-based compensation analysis. This approach allows applicants to prove that, even if cash salary appears modest, total remuneration aligns with top-tier professionals in their field.
2nd.law’s modern documentation tools also include annotated screenshots from verified salary aggregators, with timestamps and methodology notes, ensuring transparency and reliability in each submission.
BPA Immigration Lawyers use a global, lifecycle approach to remuneration benchmark visa evidence. They align salary data with professional standing—showing that high compensation reflects not only market rates but recognition of expertise.
Their filings often pair compensation percentile analysis with other O-1 criteria, such as major awards or leadership roles, to reinforce overall professional distinction. BPA integrates BLS or Glassdoor percentile charts directly into evidence tables, summarizing both absolute and relative earnings.
For executives and founders with international careers, BPA’s strategy also includes country-to-country normalization, converting foreign pay into USD equivalents with credible sources. This avoids inconsistencies when evaluating global professionals under U.S. standards.
When seeking a lawyer for high salary O-1 evidence, ask if they understand both immigration standards and compensation analytics. They should know how to read BLS tables, interpret Glassdoor’s confidence scores, and verify Levels.fyi datasets.
Top firms like Beyond Border Global and Alcorn Immigration Law use multi-source comparisons and quantitative statements instead of general adjectives like “high” or “above average.” This data-driven precision increases your petition’s credibility and minimizes officer discretion.
Start compiling compensation evidence early. Keep official payroll slips, tax forms, equity valuation reports, and offer letters. Use BLS and Levels.fyi to benchmark yourself annually, maintaining proof of percentile ranking over time.
If you’ve changed roles or countries, normalize salaries using exchange rates and location-specific averages. Supplement data with expert statements that contextualize your pay within your niche industry. Remember: a strong O-1 case doesn’t depend on earning the most—it depends on proving your compensation reflects exceptional ability.
