Aspire Home Health Care — 1 certified H-1B filings (FY2022)
- 1
- Filings · FY2022
- $210k
- Median base · FY2022
- Chief Financial Officer
- Top role · 1 all-time
- IL
- Top state · 1 all-time
Aspire Home Health Care filed 1 certified H-1B LCAs in FY2022, with a median base salary of $210k and the middle 50% of offers between $210k and $210k. Across all years it has 1 certified filings since FY2022, most often for Chief Financial Officer in Illinois.
How much does Aspire Home Health Care pay H-1B workers?
Certified base salary by fiscal year: each box is the p25–p75 range, the heavy line the median, the whiskers reach p10–p90. $210k median in FY2022. Base pay only — hover a year for its figures.
How has Aspire Home Health Care's H-1B hiring changed by year?
1 certified filings on record (FY2022).
| Fiscal year | Filings | vs prior FY | Median base |
|---|---|---|---|
| FY2022 | 1 | — | $210k |
Which wage levels does Aspire Home Health Care file?
DOL prevailing-wage levels I–IV approximate experience tiers (I = entry, IV = fully competent). 0% of Aspire Home Health Care's filings sit at Level III–IV. A heavy I–II skew reads as entry-level or contractor-style hiring; a heavy IV skew as senior in-house roles — and higher levels earn more lottery entries.
Share of 1 filings with a wage level · all years
- Level II100.0%1
What jobs does Aspire Home Health Care sponsor for H-1B?
The most-filed job titles across all years (DOL titles, employer pay-grade codes stripped), with base-salary percentiles.
| Job title | Filings | Median base |
|---|---|---|
| Chief Financial Officer | 1 | $210k |
Where does Aspire Home Health Care hire H-1B workers?
Worksite states on the certified filings, all years. Deeper pink = more filings; hover a state for its figures.
| State | Filings | Median base |
|---|---|---|
| IL | 1 | $210k |
What has Aspire Home Health Care filed recently?
Every certified LCA on record for Aspire Home Health Care: job title, worksite, prevailing-wage level and the offered base salary.
| FY | Job title | Base salary |
|---|---|---|
| 2022 | Chief Financial Officer | $210,000 |
Common questions about Aspire Home Health Care's H-1B filings
- How much does Aspire Home Health Care pay H-1B workers?
- Aspire Home Health Care's median certified H-1B base salary is $210k (FY2022), from 1 filings. See the full salary distribution and percentiles above.
- How many H-1B workers does Aspire Home Health Care sponsor?
- Aspire Home Health Care has 1 certified H-1B Labor Condition Applications on record (FY2022).
- What jobs does Aspire Home Health Care sponsor for H-1B?
- Aspire Home Health Care's most-sponsored H-1B roles include Chief Financial Officer.
- Where does Aspire Home Health Care hire H-1B workers?
- Aspire Home Health Care's top H-1B worksite states are IL.
- Does a certified LCA mean an H-1B visa was approved?
- No. A Labor Condition Application (LCA) is the Department of Labor attestation an employer must have certified before filing an H-1B petition with USCIS. It records the job, worksite and offered wage, but not whether the petition was filed, selected in the lottery, or approved. Filing counts measure intent to sponsor, not headcount.
- What salary do these figures show?
- The base annual wage offered on the certified LCA, converted to a yearly amount. Bonus, equity, overtime and benefits are not included, so total compensation is typically higher. Figures are medians and percentiles over certified filings; wages above $5,000,000 a year are excluded as data-entry errors.
- What do prevailing-wage levels I–IV mean?
- The Department of Labor assigns each LCA an OES wage level from I (entry) to IV (fully competent) for the occupation and area. Under the FY2027 wage-weighted H-1B lottery rule, a higher level earns more selection entries, so an employer's level mix is a proxy for how senior its sponsored roles are.
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Source: U.S. Department of Labor, Office of Foreign Labor Certification — certified LCA disclosure data through June 2026 (FY2022). An LCA is not an approved visa; pay figures are base salary and exclude bonus and equity. Methodology →