Level 4 wages get ~62% selection rate vs ~15% for Level 1 — here are the employers that file at the highest wage levels
Under the new wage-weighted H-1B lottery system, your prevailing wage level is the single most important factor determining your selection odds. Level 4 wages receive 4 entries in the lottery versus 1 for Level 1 — which translates to approximately 62% selection odds based on the 343,981 FY2027 registrations, compared to just 15% for Level 1. This guide identifies the employers most likely to file at Level 4, the salary thresholds you need to hit, and strategies for targeting maximum lottery odds.
| Company | Typical Level 4 Salary | Common Level 4 Roles |
|---|---|---|
| Citadel | $275,000+ | Quantitative Researcher, SWE |
| Two Sigma | $260,000+ | Quantitative Developer |
| Netflix | $250,000+ | Senior Software Engineer |
| Goldman Sachs | $225,000+ | VP Engineering, MD |
| Apple | $200,000+ | Staff Engineer, Principal |
| $195,000+ | L5+ Software Engineer | |
| Meta | $190,000+ | E5+ Engineer, Staff DS |
| JPMorgan Chase | $185,000+ | VP Technology, ED |
The Department of Labor assigns prevailing wage levels (1-4) based on the occupation (SOC code), geographic area, and the experience/education/supervision requirements of the specific position. Level 1 represents entry-level positions requiring minimal experience. Level 4 represents positions requiring the highest level of expertise, full competency, and often supervisory responsibilities. The salary thresholds vary significantly by metro area — Level 4 for a Software Engineer in San Francisco might be $198,000 while Level 4 in Dallas might be $165,000.
The most effective strategy for reaching Level 4 is targeting senior or staff-level positions at high-paying employers. At FAANG companies, this typically means L5/E5 or above (Staff/Senior level). At finance firms, VP-level and above almost always qualify. At consulting firms, Principal or Director-level roles hit Level 4. The key insight is that the wage level is determined by the prevailing wage for the specific position description — not just the salary. A position must require advanced expertise and significant experience to be classified as Level 4, even if the salary exceeds the Level 4 threshold.
Geographic arbitrage matters: working in high-cost metros like NYC, San Francisco, or Seattle means your employer's competitive salaries naturally align with Level 3-4 thresholds. The same $180,000 salary that is Level 4 in Houston might only be Level 3 in San Francisco. If maximizing lottery odds is your priority, targeting high-cost-of-living cities where your salary-to-prevailing-wage ratio is highest can be strategic — though cost of living must be factored in.
Search Wisa for employers that file H-1B at the highest wage levels for maximum lottery selection odds.
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Search H-1B Sponsors on Wisa →Use the DOL Online Wage Library (OWL) at flcdatacenter.com to look up the prevailing wage for your occupation (SOC code) and work location. The tool shows Level 1-4 salary thresholds. If your offered salary exceeds the Level 4 threshold for your specific SOC code and metro area, you will likely be filed at Level 4. Ask your employer or immigration attorney to confirm — the wage level determination is based on the position requirements, not just the salary.
Yes, and this is increasingly common under the wage-weighted lottery. If your salary is close to the Level 3-4 boundary, even a $5,000-$10,000 raise could push you into Level 4 and increase your selection odds from ~37% to ~62%. Frame the conversation with your employer around the lottery odds — many employers are receptive when they understand the math. However, the position description must also justify Level 4 classification (significant experience, advanced expertise, supervisory duties).
Job title alone does not determine wage level — the DOL looks at the SOC (Standard Occupational Classification) code and the specific position requirements described in the LCA. However, titles that imply seniority (Staff, Principal, VP, Director, Lead) often correspond to positions with Level 3-4 requirements because they involve more experience, specialization, and responsibility. A 'Junior Software Engineer' is almost impossible to classify as Level 4 regardless of salary.
Practically speaking, no. Level 4 requires the position to demand the highest level of expertise, full competency in the occupation, and typically supervisory or leadership responsibilities. An entry-level position by definition does not meet these criteria. Even if an employer pays an entry-level worker a salary that exceeds the Level 4 threshold, the DOL would likely classify the position as Level 1 or 2 based on the actual job requirements. The position description must genuinely require Level 4 expertise.