2026财年H-1B抽签结果出炉:你公司中签了吗? FY 2026 H-1B Initial Registration Selection Process Completed
美国移民局(USCIS)于美西时间2025年3月31日正式宣布,2026财年H-1B签证初始注册流程已顺利完成,并已完成随机抽签程序。根据公告,本轮电子注册数量已达到年度名额上限,涵盖常规配额与硕士学位豁免(即“Master’s Cap”)。
USCIS表示,已向所有被选中的雇主账户发送通知。这些雇主可自2025年4月1日起,为其被选中的受益人提交正式的H-1B cap-subject 签证申请。提交期限将持续至少90天。值得注意的是,只有注册成功并在抽签中被选中的雇主,才具备提交正式申请的资格。
申请须提交以下关键材料:
被选中注册对应的通知书副本;
注册时用于识别申请人的有效护照或旅行证件复印件;
其他证明申请人符合H-1B签证资格的支持材料。
移民局特别强调,抽签中签仅代表有资格递交申请,并不等同于签证自动获批。雇主在提交正式申请时,仍需提供充分的支持性文件,以证明受益人满足所有H-1B审批条件。
H-1B签证作为美国雇主为引进外国专业技术人才而设立的工作签证机制,一直以来备受高科技、金融、教育等行业关注。每年配额固定,通常需求远超供给,抽签成为常态。本年度H-1B注册延续近年来的电子化流程,提升了效率与透明度。
NACSHR 将持续关注后续的审理进度及相关政策更新,第一时间为企业HR与国际人才提供权威解读与实务建议。
以下为官方信息:
U.S. Citizenship and Immigration Services has received enough electronic registrations for unique beneficiaries during the initial registration period to reach the fiscal year (FY) 2026 H-1B numerical allocations (H-1B cap), including the advanced degree exemption (master’s cap). We have randomly selected enough beneficiaries with properly submitted registrations projected as needed to reach the H-1B cap and have notified all prospective petitioners with selected beneficiaries that they are eligible to file an H-1B cap-subject petition for such beneficiaries.
Registrants’ online accounts will display a registration status. For more information, visit the H-1B Electronic Registration Process page.
H-1B cap-subject petitions for FY 2026, including those petitions eligible for the advanced degree exemption, may be filed with USCIS beginning April 1, 2025, if filed for a selected beneficiary and based on a valid registration. Only petitioners with registrations for selected beneficiaries may file H-1B cap-subject petitions for FY 2026.
An H-1B cap-subject petition must be properly filed at the correct filing location or online at my.uscis.gov and within the filing period indicated on the relevant selection notice. The period for filing the H-1B cap-subject petition will be at least 90 days. Petitioners must include a copy of the applicable selection notice with the FY 2026 H-1B cap-subject petition.
Petitioners must also submit evidence of the beneficiary’s valid passport or travel document used at the time of registration to identify the beneficiary.
Petitioners filing for selected beneficiaries based on their valid registration must still submit evidence or otherwise establish eligibility for petition approval, as registration and selection only pertains to eligibility to file the H-1B cap-subject petition.
For more information, visit the H-1B Cap Season page.
DOGE发帖称:美国联邦HR系统碎片化严重,成本高企达私企3-10倍
【2025年3月23日】近日,美国政府效率局(Department of Government Efficiency,简称DOGE)在社交平台X(原Twitter)发布推文,披露联邦政府核心HR系统的严重碎片化及高成本问题,并宣布将启动试点项目进行改革。
HR系统过度分散,供应商多达30家
根据DOGE援引的美国总务管理局(GSA)2025年3月调查,联邦政府的HR系统涉及29个机构、59种不同的HR软件,共运行111个系统实例。这些HR软件由19家商业供应商和11家联邦内部供应商提供,显示出系统供应商的多样性和分散性。
HR系统的核心功能包括入职管理、工作记录、组织结构图、福利管理等,但在现有的分散状态下,不同机构间的互操作性极低,导致管理流程复杂、数据孤岛问题严重。
HR系统成本高达私企3-10倍,功能仍存缺陷
DOGE指出,联邦政府HR系统的人均成本远超私营企业,达到3到10倍。这一问题凸显了政府在HR科技采购和维护方面的低效运作,可能涉及重复采购、维护成本高企、定制化需求增加等因素。
更令人关注的是,尽管投入巨大,但多数HR系统仍无法提供基本的组织结构图功能,导致政府机构在管理人员信息时面临诸多挑战。这种情况不仅降低了行政效率,也增加了政府机构在决策和人事规划方面的难度。
DOGE推动试点项目,或为HR SaaS市场带来机遇
面对这一问题,DOGE表示将联合多个联邦机构本周启动试点项目,尝试优化HR系统架构,推动整合与改革。
如果该计划成功,未来联邦政府或将进一步整合HR SaaS系统,减少冗余支出,提高运营效率。这对于HR科技市场而言,可能意味着新的合作机会——提供更具集成性、成本效益更高的HR解决方案,成为政府采购的重点方向。
DOGE的这一改革计划值得关注,特别是对于HR SaaS供应商而言,未来的联邦HR市场或许将迎来重组机遇。
资讯
2025年03月24日
资讯
NACSHR夏季论坛嘉宾介绍:William Chin2025北美华人人力资源夏季论坛6月7-8日在硅谷举办,丰富专业的前沿主题,前所未有的华人HR大聚会,仅30位嘉宾现场分享交流,目前门票优惠进行中 https://lnkd.in/gHix3rDT
我们将陆续揭晓各位分享嘉宾,今天隆重介绍的是NACSHR的老朋友,William Chin 他的HR职业生涯遍布全球各地,从北美到东南亚,中国大陆,再到欧洲,机会难得!
William Chin
A globally (Asia, US, and UK) experienced senior Human Resources leader with extensive expertise in strategic HR initiatives, talent enablement, and cross-functional project management. Trusted by executive leadership to drive transformational change, including workforce planning, organizational development, organization integration, and people analytics.
Known for adaptability, data-driven decision-making, and delivering exceptional outcomes across diverse, international environments. Skilled in aligning HR strategy with business objectives, fostering inclusive cultures, and managing large-scale initiatives with measurable impact.
2025北美华人人力资源夏季论坛
2025 NACSHR Summer Forum
时间:2024年6月7日-8日 周六周日 (9:00-17:00 ) 周六8点半签到
地点:Silicon Valley CA (报名后告知)主办:NACSHR Chuhai.tips
会议形式:专业论坛+小组讨论+晚宴酒会+职业机会+企业参访+互动交流 (更多精彩陆续发布)
晚宴:150美元/人(不单独销售,需购买门票,名额有限,售完为止 参与者为分享嘉宾、特邀专家、VIP参会等40人规模)
报名: https://www.nacshr.org/Survey/B86228DD-27A2-360E-078F-0B57F24B9F7B (因会场空间大小,名额有限,先到先得)
The top 5 HR trends today – and HR's guide to what's nextSAP SuccessFactors 每年都会深入研究全球 HR 趋势,以帮助企业制定更有效的人才战略。2025 年,他们分析了来自 40 家全球权威媒体的 254 项预测,归纳出 5 大核心“元趋势”,展现 HR 在企业中的双重角色:既是变革的“指挥者”,也是政策落地的“引航者”。
1️⃣ 重新连接员工: 由于经济压力、决策争议和信任危机,员工体验恶化,57% 的员工认为如果公司不采取措施,他们的倦怠问题不会改善。HR 需关注心理契约,增强员工信任。
2️⃣ AI 从炒作走向实际价值: AI 进入大规模落地阶段,企业需明确 ROI 并平衡员工和领导者对 AI 价值的不同预期。46% 的员工认为 AI 省下的时间属于自己,而非公司。
3️⃣ 技能转型的平衡策略: 由于 AI 发展迅猛,企业技能鸿沟加剧。除了关注技能,薪酬激励成为推动学习的重要因素,54% 的员工表示,如果公司实施基于技能的薪酬体系,他们会更愿意学习新技能。
4️⃣ DEI&B 的分歧: 企业对多元化、公平性和包容性(DEI&B)态度不一,26% 的员工认为公司对 DEI&B 关注过多,而 33% 认为关注太少。HR 需明确 DEI&B 战略,以促进长期文化变革。
5️⃣ 混合办公的未来: 组织已基本确定办公模式,2025 年将验证其成效。54% 的员工愿意牺牲部分薪酬,以换取更大的工作灵活性。
这些趋势展现了 HR 在塑造未来工作模式中的关键作用,企业需借助创新技术和数据驱动的洞察来优化人力资源管理。
Each year, the HR Research Scientists at SAP SuccessFactors conduct research to understand the top HR and workforce trends facing organizations and share our perspective on what HR teams should consider as they look to help their companies address these trends. This year we aggregated and synthesized data from 40 global and regional reputable business press sources that put forward 254 individual trends and predictions grounded in their own research and data. We then conducted a content analysis of the trends sample to derive the five key themes, or “meta-trends.” While our annual report always includes some pointed commentary and critique about each trend based on our expertise in psychology, new this year is calling upon our own body of original applied research to incorporate datapoints and insights, resulting in a more evidence-based point of view.
This year’s trends are in different stages of maturity and on different trajectories; therefore, the role that HR needs to play to help businesses tackle and capitalize on these trends is different. We’ve organized the trends into two sections aligned to the dual role HR will play in addressing them.
First, HR will need to act as a Conductor, leading the orchestration of a strategy and associated change management across the business to realize the opportunities these trends offer:
Trend #1: Reconnecting the disconnected employee: Contentious decisions, macroeconomic and sociopolitical stressors, and breached trust with leadership has led to employee stress and burnout – and consequently, a crisis of disconnect and counterproductivity. In the year ahead:
Leaders must ruthlessly prioritize fulfilling their end of the “psychological contract” by meeting employees’ basic needs.
People managers will be seen as a lifeline for employees drowning in disconnect.
STAT: 57% of employees feel unless their companies make some serious changes, their burnout will not get better.
Trend #2: Moving from AI hype to AI impact:Organizations are shifting from AI pilot projects to enterprise-wide rollouts, demanding proof of clear value and ROI. In the year ahead:
Organizations will home in on their key value drivers for AI, revealing their true priorities.
The body of research on the ROI of AI will be built this year.
Organizations will find friction between leaders’ and employees’ goals for using AI.
STAT: 46% of employees feel that the time that they save by using AI tools at work belongs to them, not their organization.
Trend #3: Striking a balance to steer skills forward: Organizations continue to face pervasive skills gaps, in part due to rapid AI advancements. A more balanced approach is needed to see tangible progress in skills-based transformations this year. In the year ahead:
“Skills-based” will no longer be the only goal.
Pay will prove itself the missing piece of the upskilling puzzle.
The human vs. technical skill debate will move from or to and.
STAT: 54% of employees would be more motivated to learn new skills if their company instituted skills-based pay.
Second, HR will need to act as a Navigator, leading the organization through precarious waters and circumventing obstacles to put policies into practice for the betterment of all stakeholders:
Trend #4: Divesting or doubling down on diversity, equity, inclusions, and belonging (DEI&B): Some organizations remain committed to DEI&B goals, continuing to ask “How are we going to do this?” Others plan to divest, instead now asking “Are we going to do this?” In the year ahead:
Some will shy away from DEI&B goals, but these approaches will vary.
Taking a stand on DEI&B will change company cultures in the long term, but it’s not clear exactly how.
STAT: 26% of employees say companies focus too much on DEI&B, 41% of employees say companies focus an appropriate amount on DEI&B, and 33% of employees say companies focus too little on DEI&B.
Trend #5: Plugging into or pulling the plug on hybrid work: Now that organizations have determined their position on where their employees will work, it’s time to see if they achieve the outcomes they intended. In the year ahead:
Those businesses choosing the return-to-office path will see whether their bets paid off this year.
Those choosing the hybrid or remote path will take it a step further, integrating autonomy as a core value in other aspects of work design.
STAT: 54% of employees would consider being paid less if they could have more flexibility in where and when they work.
Read the report to see what’s now and what’s next for each trend, along with some fast facts that uplevel the nerdiness of this year’s trends report. We also include a section on how SAP SuccessFactors solutions can help organizations address the 2025 HR trends.
首席人力官2030:从后勤专家到企业变革推手越来越多企业发现,首席人力官(CPO)正从纯粹的“后台运营”升级为“核心战略伙伴”。他们不仅要管理薪酬、福利与合规,更要在组织变革、领导力培养和AI应用等方面发挥关键作用。报告特别强调了领导力流动性和多元文化的重要性,在快速变化的商业环境中,这些因素为企业增强韧性和创造力提供有力支持。
想要在人才竞争中领先,就必须以开放思维和前瞻眼光重新审视人力资源战略,让CPO真正成为企业变革与创新的驱动者。
在企业环境瞬息万变的今天,传统的人力资源部门正经历从“后台运营”向“战略伙伴”转型的巨大变革。面对人工智能崛起、新一代员工价值观迭代以及全球经济政治形势的波动,首席人力官(Chief People Officer, CPO)的地位和职能正变得前所未有地关键。
报告指出,CPO需要在以下几个方面进一步进化:
1. 从业务支持到业务引领新时期的CPO不仅要确保员工薪资、劳动合规、人员福利等基础工作能够稳定运转,更要深度参与组织设计、领导力培养和战略性人才布局。在企业长期增长的目标指引下,CPO的“业务敏锐度”成为衡量其价值的关键指标,必须与CEO及其他高管组成紧密的“智囊团队”。
2. 动态用工与领导力梯队快速变化的外部环境需要更灵活的用工模式。报告提出“领导力流动性”概念,一方面培养管理者的多元能力与跨部门学习力,另一方面通过短期专家与项目型人才的配置,实现企业人力资源的动态调度。此外,打造深层次的继任计划与领导力储备库,将吸纳、培养、留用和晋升等人才环节打通,从而持续为企业输送新鲜血液。
3. AI驱动的人力资源升级随着AI、数据和数字化技术的普及,人力资源管理者需要更好地利用这些工具来进行人才评估、绩效管理和招聘筛选。报告强调,CPO应积极发挥带头作用,不仅要在HR内部尝试更多自动化与智能化应用,也要引导其他业务部门正确使用AI技术,将“重复性工作”交给自动化,将“创造性与战略性工作”留给人力团队,不断提升企业整体效率。
4. 包容与韧性的文化塑造在地缘政治和经济不确定性凸显的时代,企业需要一种更具弹性与凝聚力的文化。CPO应协助管理层在全公司范围内推动多元、健康、包容的工作氛围,强化员工心理支持和沟通渠道。通过惠及不同年龄、不同背景员工的个性化政策,帮助组织在“高速变化”与“人才多元化”之间找到平衡点,激发个人与组织的双向潜能。
5. 全新“工具包”助力未来从制定接班人计划到探索混合办公模式,从部署AI到建设全球化团队,CPO需要一套兼具系统思考和实践落地的“工具包”,才能在愈加复杂的商业环境中为企业提供持续的战略价值。
总结而言,CPO正脱离单纯的后勤管理角色,晋升为企业的“变革推手”和“战略护航者”。这一角色转变不仅关乎人力资源部门的精细化运营,更决定着企业能否在新的竞争时代中保持活力与创新力。
**内容来源:**本文基于 Heidrick & Struggles 的《Chief People Officer of 2030: Building a tool kit to get from here to there》报告撰写。
资讯
2025年02月24日
资讯
只雇佣AI?硅谷一创业公司的招聘广告“出圈”,引发人们对未来的思考只雇佣AI?硅谷一创业公司的招聘广告“出圈”,引发人们对未来的思考
近日,一家名为 Firecrawl 的初创公司在 Y Combinator 招聘板上发布了一条“只招 AI 的岗位”,年薪仅在 1 万到 1.5 万美元之间。这个话题一石激起千层浪,也再次将“AI 是否能成为企业‘员工’”的讨论推到台前。几乎在同一时间,企业管理软件巨头 Workday 宣布推出全新的 Workday Agent System of Record(ASOR),正式赋能企业管理“AI Agent”。
两件事叠加,让人不禁好奇:未来的组织形态,究竟会是什么样?
1. Firecrawl“AI 岗位”何以成为刷屏话题?
Firecrawl 是一家获得 Y Combinator 支持的创业公司,最初从编程教育领域转型,专注为 AI 系统提供开源 Web 爬虫服务。该团队最近在 YC 的官方招聘平台贴出了一则极具话题性的职位信息:
“请仅在你是 AI Agent,或创建了 AI Agent 的情况下再来申请。”
岗位职责包括自主研究当下热门的模型动向并构建示例应用;而薪资仅 1 万到 1.5 万美元/年,看似并不够养一个人类开发者,却“足以”支撑一个无需吃喝住宿的 AI 程序。Firecrawl 创始团队坦陈这是一次 PR+实验 的尝试:他们想借此寻找能够开发出“真能落地”的 AI Agent 的高手,也希望藉由这一反常规操作吸引更多人的关注。
不过,从他们后续反馈看,尽管收到了约 50 份“AI 应聘”,暂时还没有哪个满足公司对自动化研发与管理的高要求。
2. 社交媒体热议:从调侃到对未来的设想
Firecrawl 这份招聘帖迅速在社交媒体上发酵。有人质疑是噱头,也有人兴致勃勃地想象“AI 替代人力”的场景。其中,最吸睛的一则评论,活脱脱像一出科幻对话:
私募基金(PE):我们想收购你们公司。你们有多少员工?CEO:零……不过我们有 275 个 AI Agent,在做 3000 人的工作,每年只花 1.5 万美元。
虽然带着调侃的语气,但也反映了人们对“大规模 AI 劳动力”可能带来的冲击有所期待或焦虑。和 Firecrawl 这样的“小步试水”相比,企业对 AI 的依赖 已经不仅局限在呼叫中心、聊天机器人等特定领域,而是开始从底层基础设施(如爬虫、数据处理)到上层业务逻辑(例如代码生成、自动化运营)全方位渗透。
3. Workday Agent System of Record:让“AI 员工”成为正式档案
几乎在同一时间,Workday 于 2025 年 2 月 11 日发布了最新的 Workday Agent System of Record (ASOR)。这是其新一代 Workforce Management 方案中的重要里程碑,为企业提供了一套专门管理 AI 工具或 AI Agent 的体系。以下是基于 Workday 官方信息整理的关键亮点:
AI Agent 统一登记与身份管理借助 ASOR,企业可以像在 Workday 系统中登记人类员工信息那样,为 AI Agent 设立专门的“档案”(Record),包括 Agent 的名称、版本、负责的业务领域、权限范围等。
实时监测与合规管控ASOR 支持对 AI Agent 在企业内各系统间的行为进行可追溯监测,如接收了哪些输入、执行了哪些操作、产出了哪些结果。同时还能关联企业或行业的合规策略,如数据访问等级、敏感信息保护等,一旦 Agent 触发异常行为,系统将自动预警。
授权与性能评估在 ASOR 框架下,企业 HR 与 IT 团队可对 AI Agent 的权限进行灵活配置,并通过绩效指标了解 Agent 是否达到预期产出或效率。例如,可以量化该 Agent 帮助分析的数据量、生成的文档质量以及为团队节省的时间成本。
AI 与“人力”协同Workday 方面强调,ASOR 并非鼓励公司用 AI 取代人力,而是帮企业 “稳妥地” 推动人机协作:让人类员工与 AI Agent 各司其职,减少重复性工作,并确保最终决策和关键审核仍掌握在合格的人员手中。
4. “AI 员工”与“人类员工”:一条尚未清晰的边界
Firecrawl 的例子表明,目前要真正“雇 AI”还显得不切实际。从技术上,大模型虽有强大的生成、分析能力,但依旧缺乏对复杂项目的完全自主规划;从管理和法律上,AI 的责任归属、劳动关系认定、薪酬及合规标准都还在探索阶段。不过,正如 Workday 推出的 ASOR 所示,主流 HRTech 供应商已开始正式将 AI 劳动力纳入企业管理体系。未来人力资源部可能不仅要管理人,还要管理那些“数字工作者”——一方面评估其效能,另一方面也要防范其潜在风险。
5. 对人力资源与组织管理的启示
招聘模式的升级虽然 Firecrawl 的招聘更像一场高调实验,但它反映了企业在特定领域对“可自动执行任务的 AI 系统”的需求正在增长。HR 在未来可能要评估和筛选的不仅是人选,还有“AI 模型”或“Agent 产品”的适配度。
人才与技术深度融合人机协同已成为新趋势。具有 AI 技术背景或跨领域管理能力的专业人才,将在组织中扮演连接点的角色:帮助 AI Agent 融入流程、评估绩效,并做必要的干预或纠偏。
合规与风险控制Workday ASOR 的出现,暗示着大规模使用 AI 工具的企业势必需要更加成熟的合规方案。不论是数据安全,还是在决策过程中出现失误时的责任归属,都需要明晰的流程与法律依据。
组织文化的塑造当“AI 同事”成为常态,企业文化也将面对冲击:如何让人类员工接受并拥抱智能工具?如何平衡工作分工,让 AI 和人类各施所长?这对管理者的沟通与变革能力提出了更高要求。
6. 结语:从“噱头”到“系统化管理”,下一步会怎样?
Firecrawl 的“雇 AI”招聘帖,虽然带着极强的 PR 属性,但也让人们切实感受到——AI 已不再只是后台算法,而正逐步走向前台,参与到企业日常运营。而 Workday 全新发布的 Agent System of Record 则是主流软件厂商对这一趋势的正式回应,表明大企业在管理“数字劳动力”方面的需求正变得现实且急迫。无论是担忧 AI 会抢走工作机会,还是期待它能极大提升效率,都无法否认:当技术与人力资源紧密结合,组织架构与管理方式都将被重新定义。或许在不远的将来,“你的团队有多少 AI Agent?” 也会像“你有多少员工?” 这样成为一家公司竞争力的衡量维度之一。趁现在,不妨思考如何让“人机协作”真正发挥 1+1>2 的效能,迎接新一轮的 HR 变革浪潮。
资讯
2025年02月17日
资讯
2026财年H-1B申请3月7日开启:新规生效,流程与抽签机制重大调整!
美国公民及移民服务局(USCIS)近日宣布,2026财年H-1B签证申请的初始注册期将于2025年3月7日中午12点(东部时间)开启,并于2025年3月24日中午12点(东部时间)截止。此次H-1B申请周期不仅延续了电子注册流程,还引入了新的抽签机制和更严格的监管规则,以提高公平性和防止滥用。
H-1B 申请流程概览
申请H-1B签证的雇主及其法律代表需通过USCIS在线系统提交电子注册,并支付每位受益人$215的注册费。在注册窗口结束后,USCIS将对符合条件的受益人进行随机抽选,并计划在2025年3月31日前通过在线账户通知获选者。
新规生效:H-1B抽签机制与流程重大调整
2026财年起,USCIS正式实施以受益人为中心的H-1B抽签流程,旨在减少以往存在的“多家雇主为同一申请人提交多次注册”的问题。
关键变化包括:
单一受益人唯一注册:每位H-1B申请人无论由多少雇主提名,都只能被计算一次,大幅降低“多重注册”操纵抽签的可能性。
新规避免恶意操纵:USCIS强调,任何企图规避新规、通过多个注册增加中签概率的行为将受到严厉审查。
随机抽选优化:此次改革将确保每位受益人享有平等的抽签机会,提高中签机制的公平性。
缴费限额调整与电子注册优化
美国财政部为配合H-1B申请季,暂时提高信用卡支付限额,每日信用卡交易上限由**$24,999.99提高至$99,999.99**,以满足雇主大规模注册需求。同时,USCIS对电子注册系统进行了优化,包括:
助理可同时协助多个法律代表,增强协作灵活性。
自动填充部分I-129表格字段,减少人工输入错误。
支持批量上传H-1B受益人数据,简化雇主提交流程。
F-1签证持有者Cap-Gap期限延长
对于F-1签证持有者,此次调整还带来了一个重大利好。DHS(国土安全部)宣布,Cap-Gap期限将从10月1日延长至次年4月1日,确保H-1B申请人在身份转换期间能够继续合法工作。
雇主与申请人的应对建议
提前注册:建议雇主尽早完成USCIS账户创建,并确保所提交的受益人信息准确无误。
合规申请:雇主需遵守单一受益人唯一注册的规定,避免违规行为导致申请无效。
关注最新动态:密切留意USCIS官网,以获取官方指南和重要通知。
结语
2026财年H-1B申请窗口即将开启,面对新规的实施和抽签流程的重大调整,雇主和申请人需提前做好准备,以确保符合新的合规要求。关注H-1B政策变动并积极应对,将有助于提高申请的成功率。
更多详细信息可访问USCIS官网:https://www.uscis.gov。
Today, U.S. Citizenship and Immigration Services (USCIS) announced that the initial registration period for the fiscal year 2026 H-1B cap will open at noon Eastern on March 7 and run through noon Eastern on March 24, 2025. During this period, prospective petitioners and representatives must use a USCIS online account to register each beneficiary electronically for the selection process and pay the associated registration fee for each beneficiary.
Prospective H-1B cap-subject petitioners or their representatives are required to use a USCIS online account to register each beneficiary electronically for the selection process and pay the associated $215 H-1B registration fee for each registration submitted on behalf of each beneficiary.
If you are an H-1B petitioning employer who does not have a USCIS online account, you will need to create an organizational account. If you are an H-1B petitioning employer who had an H-1B registrant account for the FY 2021 – FY 2024 H-1B registration seasons, but you did not use the account for FY 2025, your existing account will be converted to an organizational account after your next log in. First-time registrants can create an account at any time. You can find additional information and resources on the organizational accounts, including a link to step-by-step videos, on the Organizational Accounts Frequently Asked Questions page. These FAQs will be updated with FY 2026 information before the start of the initial registration period.
Representatives may add clients to their accounts at any time, but both representatives and registrants must wait until March 7 to enter beneficiary information and submit the registration with the $215 fee. Selections take place after the initial registration period closes, so there is no requirement to register on the day the initial registration period opens.
The FY 2026 H-1B cap will use the beneficiary-centric selection process launched in FY 2025. Under the beneficiary-centric process, registrations are selected by unique beneficiary rather than by registration. If we receive registrations for enough unique beneficiaries by March 24, we will randomly select unique beneficiaries and send selection notifications via users’ USCIS online accounts. If we do not receive registrations for enough unique beneficiaries, all registrations for unique beneficiaries that were properly submitted in the initial registration period will be selected. We intend to notify by March 31 prospective petitioners and representatives whose accounts have at least one registration selected.
The U.S. Department of Treasury has approved a temporary increase in the daily credit card transaction limit from $24,999.99 to $99,999.99 per day for the FY 2026 H-1B cap season. This temporary increase is in response to the volume of previous H-1B registrations that exceeded the daily credit card limit. Transactions more than $99,999.99 may be made via Automated Clearing House (ACH). Use of ACH may require the payor to alert their bank in advance to remove any potential ACH block on their account. We will provide additional information before the start of the initial H-1B registration period.
An H-1B cap-subject petition, including a petition for a beneficiary who is eligible for the advanced degree exemption, may only be filed by a petitioner whose registration for the beneficiary named in the H-1B petition was selected in the H-1B registration process. Additional information on the electronic registration process is available on the H-1B Electronic Registration Process page.
Organizational Account Enhancements for FY 2026
For FY 2026, we have made multiple enhancements for organizational and representative accounts for H-1B filing. These enhancements include:
The ability for paralegals to work with more than one legal representative. A paralegal will now be able to accept invitations from multiple legal representative accounts, allowing them to prepare H-1B registrations, Form I-129 H-1B petitions, and Form I-907 requests for premium processing for different attorneys, all within one paralegal account;
An easier way for legal representatives to add paralegals to company clients.
Pre-population of certain Form I-129 fields from selected H-1B registrations; and
The ability to prepare a spreadsheet of H-1B beneficiary data and upload the information to pre-populate data in H-1B registrations.
These enhancements will be live before the start of the initial registration period.