CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE H-1B Visa Sponsorship & Salary Data

The median H-1B salary at CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE is $130,707, based on 25 certified filings from FY 2020 to FY 2024. This is 9% higher than the national H-1B median salary of $120,000. Compensation at CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE reflects their market positioning, with entry-level roles starting around $120,000 and senior positions reaching $265,000 or higher. These figures represent base salaries in LCA filings and may not include bonuses, equity grants, or other compensation common at large employers.

Salaries at CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE range from $110,000 at the 10th percentile to $265,000 at the 90th percentile, showing a $155,000 spread across experience levels and roles. The 25th percentile is $120,000 and the 75th percentile is $156,000.

Yes, CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE actively sponsors H-1B visas and has been a consistent participant in the H-1B program. They have filed 27 H-1B labor condition applications from FY 2020 to FY 2024, demonstrating ongoing commitment to hiring international talent. With 25 certified applications and a 0% denial rate, CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE maintains a strong track record for H-1B sponsorship. The company sponsors positions across multiple job categories and locations, making them a viable option for professionals seeking H-1B visa sponsorship.

In the most recent fiscal year (FY 2024), CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE filed 5 H-1B applications, with 4 certified and 0 denied. Over 5 years of data, CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE has consistently demonstrated commitment to H-1B sponsorship.

Note: These are Labor Condition Applications (LCAs) filed with the Department of Labor, which is a prerequisite for H-1B petitions. The actual number of H-1B petitions filed with USCIS may differ.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's LCA (Labor Condition Application) denial rate is 0%, with 0 out of 27 applications denied across all years. This translates to a 100.0% certification rate, which indicates how successfully the company prepares and files H-1B applications. A lower denial rate suggests better compliance with Department of Labor requirements, proper wage documentation, and accurate job classification. Prospective H-1B applicants should consider this approval rate alongside other factors like salary, job role, and location when evaluating CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE as a potential H-1B sponsor.

This is an excellent approval rate, indicating CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE has strong H-1B sponsorship practices and typically meets DOL requirements. Applicants can feel confident in the company's H-1B track record.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE sponsors H-1B visas for various specialty occupation positions requiring at least a bachelor's degree. Based on 25 certified filings, the most commonly sponsored job titles reflect the company's primary business functions and talent needs. These positions typically require specialized knowledge in fields like technology, engineering, finance, or scientific research. Understanding which roles CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE most frequently sponsors can help job seekers target their applications effectively.

Most common H-1B job titles at CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE:

The most frequently sponsored role is Sr. Erp Developer with 8 filings at a median salary of $125,000. This is followed by Physician (4 filings) and Senior Erp Developer.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's H-1B positions are distributed across multiple U.S. locations, with concentration in major metropolitan areas and tech hubs. Geographic distribution often reflects company office locations, client sites, and regional market demands. Location significantly impacts H-1B salary due to varying cost of living and local wage requirements. Understanding where CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE sponsors H-1B workers can help candidates target specific offices and negotiate appropriate compensation for each market.

Top CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE H-1B locations:

The largest H-1B hub for CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE is Hyannis, MA with 23 filings at a median salary of $130,000. The highest-paying location is Novi, MI at $134,000 median. Salaries range from $130,000 to $134,000 across office locations.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's median H-1B salary has increased by +171% from FY 2020 ($120,000) to FY 2024 ($325,000). Tracking salary trends over time reveals how CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE adjusts compensation to remain competitive in the H-1B labor market. Salary growth typically reflects inflation adjustments, increased demand for specialized skills, and evolving prevailing wage requirements. These historical trends can help applicants understand future salary expectations and negotiate appropriately when considering H-1B opportunities at CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE.

Year-by-year breakdown:

• FY 2020: $120,000 (8 certified)
• FY 2021: $110,000 (3 certified)
• FY 2022: $156,000 (6 certified)
• FY 2023: $136,843 (4 certified)
• FY 2024: $325,000 (4 certified)

This 171% growth reflects strong compensation adjustments at CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE, keeping pace with market demands for H-1B talent.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE primarily files H-1B applications at Wage Level IV, accounting for 58% of their filings. DOL wage levels range from Level I (entry-level, 17th percentile of local wages) to Level IV (expert, 67th percentile). Wage level determines both salary requirements and, under recent H-1B rules, lottery selection priority. Higher wage levels receive preference in the H-1B lottery, making CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's wage level distribution an important factor for prospective applicants assessing their chances of H-1B selection.

With 95% of positions at Level II or higher, CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE typically offers competitive wages above entry-level. Higher wage levels receive priority in the H-1B lottery.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's median H-1B salary of $130,707 is 9% higher than the national H-1B median of $120,000 across all employers and industries. This comparison provides context for evaluating CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's competitiveness in attracting H-1B talent. Keep in mind that industry, location, and job function significantly impact salary levels. Tech companies and financial institutions typically offer higher H-1B salaries than other sectors, while salaries in major metros like San Francisco and New York exceed those in smaller markets. Compare CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's offerings with similar companies in your field for a more accurate assessment.

CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE offers above-average H-1B compensation. Combined with their 25 certified filings and 0% denial rate, they demonstrate solid H-1B sponsorship practices.

Recent H-1B rule changes have increased filing fees and introduced wage-level prioritization in the lottery. CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE's higher proportion of Level III-IV positions (79%) may benefit from wage-based lottery prioritization.

With 25 certified filings, CAPE COD HOSPITAL, ., SUBSIDIARY OF CAPE COD HEALTHCARE invests significantly in H-1B sponsorship. The company's 0% denial rate suggests strong compliance with H-1B requirements and documentation standards.

Note: H-1B regulations are subject to change. Fees shown are estimates based on 2024 USCIS fee schedules. Actual costs may vary based on company size, premium processing, and future rule changes.