Counsel to sponsoring employers and the foreign nationals they move, on employment-based green cards and work visas structured to clear USCIS and to hold up when the company grows. We work in English and Spanish.
An L-1 and an E-2 can bring the same executive to the same Chicago desk, and which one is approvable turns as much on the corporate file as on the candidate's: who owns the company, where its affiliates sit and whether the passport is from a treaty country. The classification is therefore chosen before anything is drafted, with the company's footprint three years out in view.
Firm facts · ReachA corporate and private-capital boutique with international reach: a principal office in Chicago, a second office in Oakbrook Terrace, offices in London and Dubai through partner firms, meeting locations by appointment in seven further US cities, and a partner network across ~51 jurisdictions on five continents. Founded 2013.
We act for the sponsor and the person sponsored, in English or in Spanish. The record is built to the category's evidentiary burden before the adjudicator asks, and when the role, the worksite or the ownership changes, the amendment is filed rather than found in an audit, because approval is the midpoint of a sponsorship, not its end. We have represented clients in matters before USCIS and the Department of Labor.
The enterprise behind an E petition is a corporate question, the offer letter is an employment question, and the hire's U.S. tax clock starts the day they land, so those files stay on one desk. A petition the company has outgrown does not stay approved for long.
Permanent residence for foreign nationals and their sponsoring employers across the EB-1, EB-2, and EB-3 categories, covering eligibility strategy, PERM labor certification where required, and petitions drafted to withstand scrutiny.
Enter the practice: Employment-Based Green Cards →Specialty-occupation, treaty, investor, and intra-company transfer visas (H-1B, E-1, E-2, L-1, O-1, and TN), selected to fit the role and the candidate and filed with the documentation each classification demands.
Enter the practice: Work Visas & Temporary Status →Counsel to the sponsoring business on petition strategy, Department of Labor obligations, public-access files, and the ongoing compliance that keeps a sponsorship program defensible as headcount scales.
Enter the practice: Employer Sponsorship & Compliance →For nationals of treaty countries trading with, or investing capital in, the United States. We structure the qualifying enterprise and assemble the evidence of substantial trade or at-risk investment.
Enter the practice: Treaty Trader & Investor (E-1 / E-2) →Moving managers, executives, and specialized-knowledge personnel from an affiliated foreign office to a U.S. entity, including new-office L-1s for companies opening their first U.S. presence.
Enter the practice: Intra-Company Transfer (L-1) →Immigration work conducted in English or Spanish throughout, so that sponsors, beneficiaries, and families understand every option, deadline, and decision in the language they are most comfortable in.
Speak to this team →Employment-based categories are a small share of U.S. visas, and each carries its own evidentiary record. Low volume does not mean low complexity, because each category has its own eligibility rules, its own evidence, and its own filing path.
EB-1, EB-2, EB-3, H-1B, L-1, O-1, E, and TN are not interchangeable. Matching the right classification to the role and the candidate, early, is what decides if a petition is approvable at all.
Employer sponsorship is often required and brings documentation, labor-condition, and recordkeeping duties of its own. Those duties run for as long as the employment does, well past the filing.
Processing times and government fees differ sharply by category and by the facts of each case. A workable plan accounts for the timeline before the offer letter goes out.
Most denials and delays trace to avoidable mistakes in the petition rather than to a candidate's ineligibility. Our job is to keep those errors out of the file.
We provide counsel in English and in Spanish so that nothing about a sponsor's obligations or a beneficiary's options is lost in translation across the life of the matter.
No single visa fits every hire. We map the role, the candidate's history, and the company's footprint to the classification that is actually approvable, then build the evidentiary record it requires.
We sit on both sides of the sponsorship relationship and keep immigration connected to the corporate, employment, and tax decisions it travels with, so a hire across a border does not create a problem somewhere else on the balance sheet. The work is partner-led, conducted in English or Spanish, and run on the timeline the business actually has to plan around.
Entity structure, the qualifying U.S. enterprise behind an E or L petition, and the governance that growth-stage and international companies build on.
Explore Corporate →Offer terms, executive agreements, and the workforce and compliance questions that surface alongside every sponsored hire.
Explore Employment →Cross-border and individual tax planning for foreign nationals and the businesses that employ them, kept in step with immigration status.
Explore Tax →Wealth, succession, and cross-border planning for foreign nationals and the families relocating with them.
Explore Estate Planning →Hart David Carson LLP acts for both sides of the sponsorship relationship: the employer that needs the hire and the foreign national whose petition has to clear. We keep the matter connected to the corporate, employment, and tax decisions it travels with, and we serve clients in both English and Spanish.
We handle permanent residence across the EB-1, EB-2, and EB-3 categories. The work covers eligibility strategy, PERM labor certification where it is required, and petitions assembled so they hold up under review, for the foreign national and the sponsoring employer alike.
We file specialty-occupation, treaty, investor, and intra-company transfer visas: H-1B, E-1, E-2, L-1, O-1, and TN. Each has its own eligibility test and its own evidentiary burden, and we settle on the category that fits the role and the candidate before we build the record.
An E-2 is for nationals of treaty countries directing a substantial, at-risk investment in a U.S. enterprise, while an L-1 moves managers, executives, and specialized-knowledge staff from an affiliated foreign office to a U.S. entity. The right route depends on the company's footprint and the candidate's history rather than on a default choice.
Employer sponsorship is often required and brings documentation, labor-condition, and recordkeeping duties of its own. Those duties last as long as the employment does, and we counsel the business on the program that keeps the sponsorship defensible as the company grows.
Yes. We run the whole matter in English or in Spanish, as the client prefers, so sponsors, beneficiaries, and families follow every option, deadline, and decision without a translator in the middle.
Before anything is filed, we map the role and the candidate against every category that could fit, from H-1B, L-1, O-1, E-2, and TN to a direct employment-based green card. The right classification is chosen from the corporate facts: ownership, affiliates, treaty nationality, and where the company will be in three years.
Every category has an evidentiary burden, and the record is assembled to meet it before the adjudicator asks. Labor condition applications, PERM recruitment where required, and support letters that read like the business actually wrote them are drafted so a Request for Evidence has nothing to attach to.
The petition goes to USCIS, with premium processing where the timeline demands it and consular processing coordinated where the beneficiary is abroad. If an RFE or a notice of intent to deny arrives, we answer it from the record we already built.
Approval is the midpoint. We calendar extensions and maximum-stay limits, maintain public-access files and Department of Labor obligations, and run amendments when the role, the worksite, or the corporate structure changes, so the sponsorship program stays defensible as the company adds people.
A visa is corporate architecture with a person inside it. We draft it to hold both.
Reviewed by Jonathan D. Herpy, Sr., Senior Partner · Last updated October 2026 · Educational overview · Not legal advice
One partner is accountable for the whole matter, and you have that partner's direct line, in English or in Spanish. Chicago, London, and Dubai work to the same standard.