Does Insight Global Sponsor H-1B Visas? The FY2024 Denial Data Every OPT Candidate Should See

Insight Global does file H-1B petitions, but in FY2024 USCIS denied more of its new-employment cases than it approved. Here is what that means before you sign.

Part of our guide to companies that sponsor H-1B visas.

Yes, Insight Global sponsors H-1B visas in the plain sense: it files H-1B petitions with USCIS. But its FY2024 record is unusual. In fiscal year 2024 (October 2023 to September 2024), the USCIS H-1B Employer Data Hub shows INSIGHT GLOBAL LLC with 79 initial approvals and 87 initial denials, a 47.6% initial approval rate against the 97-99% typical of large sponsors, while 98 of its 99 continuing cases were approved. Its later years show far fewer initial denials, so treat FY2024 as a question for the recruiter, not a verdict: will the firm file for you, and how well documented will that petition be?

F1Jobs sells a job-search service to international candidates, so we have a stake in how you weigh employers. Everything below comes from public USCIS, DOL and DHS records.

Status line, as of 2026-11-01: USCIS policy alert PA-2026-05 (denial without an RFE when required initial evidence is missing) has been in effect since 2026-08-05 and is challenged in court. A draft proposed rule, "Reforming the H-1B Nonimmigrant Visa Classification Program" (RIN 1615-AD00), has been under White House (OIRA) review since 2026-08-24, with no public text. DOL's Inspector General announced an H-1B and J-1 Visa Fraud Strike Team on 2026-10-09. None of these changes who can sponsor.

Does Insight Global sponsor H-1B? The short answer

Insight Global files H-1B petitions. In fiscal year 2024, USCIS approved 79 of its new-employment cases and denied 87, an initial approval rate of 47.6%, far below the 97-99% typical of large sponsors. Its continuing cases, such as extensions, were approved at 99%, and its later years show far fewer initial denials. Read FY2024 as a reason to ask hard questions, not as a verdict on the firm.

Insight Global's FY2024 H-1B numbers, line by line

USCIS H-1B Employer Data Hub, INSIGHT GLOBAL LLC, fiscal year 2024 (first decisions; as of 2026-11)

The initial row is the one that matters to you. A first H-1B for someone moving from F-1 OPT or STEM OPT is filed as "New employment" on Form I-129, a box the Hub says covers a worker changing classification; our employer pages call these cases initial. Of the firm's 88 denials in FY2024, 87 were initial, so its near-perfect extension record says little about a first petition for you.

How to read the Hub without overreading it

USCIS's Understanding Our H-1B Employer Data Hub page sets the limits:

• First decisions only. The data "reflects USCIS' first decision," so a denial later reversed on motion or appeal still shows as a denial, and revocations are not shown.
• Counts are workers, not petitions or job openings, and pending cases are excluded.
• The fiscal year is when USCIS decided the case, not when it was filed.
• The city is a mailing address. The Hub lists Insight Global under Atlanta, Georgia, which "is not necessarily the beneficiary(ies) work location."

Do not stop at one year. Our Insight Global employer page shows every fiscal year from the same USCIS extract; the later rows show far fewer initial denials than FY2024 (the newest year is partial), so ask the recruiter what changed. Labor Condition Application counts quoted elsewhere measure something else: an LCA is a DOL filing made before a petition, not a USCIS decision. Our guide to reading the USCIS H-1B Employer Data Hub explains every column.

Why are staffing-agency H-1B petitions denied?

Being a staffing firm is not itself a ground for denial, but third-party placements face extra evidence tests. When you will work at a client, USCIS judges the job by the client's requirements, and the firm must show the work is real, available on the start date and documented between the parties. The public data never says which issue decided a given case.

The current regulation, 8 CFR 214.2(h), spells out the pieces:

• Specialty occupation at the end client. Under 214.2(h)(4)(i)(B)(3): "When staffed to a third party, it is the requirements of that third party, and not the petitioner, that are most relevant when determining whether the position is a specialty occupation." A client job description that does not require a specific degree leaves the petition exposed.
• A bona fide position. The petitioner must establish "a bona fide position in a specialty occupation available for the beneficiary" as of the requested start date (214.2(h)(4)(iii)(F)). The same paragraph says it need not show "specific day-to-day assignments for the entire time requested."
• The paper chain. USCIS may request "contracts, work orders, or other similar evidence between all parties in a contractual relationship" (214.2(h)(4)(iv)(C)): agreements linking the firm, any vendor and the client, often with a client letter on your duties and the degree the job requires.
• A certified LCA (Form ETA-9035) that matches where you will actually work.
• Complete initial evidence. PA-2026-05, in effect since 2026-08-05, lets officers deny without an RFE or NOID when required initial evidence is missing. It covers every benefit request, OPT I-765s included, and is challenged in AAUP v. Mullin (D. Mass., filed 2026-10-05; BAL summary), with no ruling as of 2026-11-01. FY2024 decisions predate it, so a gap that once drew an RFE can now end a case on the first decision.

If you later apply for an H-1B visa stamp abroad, the consular officer can ask the same questions in person (see visa interview questions for staffing and consulting placements), and the specialty occupation RFE guide covers the evidence that answers a degree-requirement challenge.

What has changed since FY2024?

Rules and actions that touch a staffing-firm H-1B, as of 2026-11

The agenda abstract for RIN 1615-AD00 lists "revising eligibility for cap exemptions, providing greater scrutiny for employers that have violated program requirements, and increasing oversight over third party placements" (agenda entry); nothing more is public. The OIG release says the strike team "will focus on H-1B and J-1 visa programs." Watch the registration page for FY2028 timing and the I-129 page (updated 2026-10-30) for the $100,000 payment, which DHS says it still plans to collect if the court order is lifted.

A worked timeline: why the initial-denial figure matters on OPT

Say you are working on post-completion OPT now, your EAD runs to 2027-06-30, you are not eligible for a STEM extension, and Insight Global offers a 12-month client contract starting 2026-12-01 with the line "we can sponsor."

The last row is where FY2024 stops being abstract. Per USCIS's cap-gap page, cap-gap ends if the petition is denied, withdrawn, revoked or rejected, so an August 2027 denial would end your work authorization weeks after your EAD expired. The same page gives you the standard 60-day F-1 grace period from the denial notice (none after a denial for a status violation, misrepresentation or fraud); it is still 60 days because the D/S rule has been blocked by a federal court since 2026-09-14. Call your DSO the same day rather than guessing what options remain.

Does Insight Global hire OPT students, and is it E-Verify for STEM OPT?

The Hub does not record prior status, so public data cannot say how many OPT students Insight Global hires; its FY2024 new-employment filings are the category that includes first H-1Bs from OPT. Whether a role accepts OPT or STEM OPT is decided role by role, often by the client, so get it in writing.

STEM OPT adds employer requirements that land on whoever signs your Form I-983:

• E-Verify. Under 8 CFR 214.2(f)(10)(ii)(C)(5), the employer must be enrolled in E-Verify and remain "a participant in good standing."
• Training attestations. By signing the I-983, the employer attests it "has sufficient resources and personnel available and is prepared to provide appropriate training" at the listed locations, that you will not replace a US worker, and that the opportunity serves your training goals (214.2(f)(10)(ii)(C)(10)). Your duties, hours and pay must also match similarly situated US workers ((C)(8)).
• The relationship. USCIS's STEM OPT page says: "The employer will have and maintain a bona fide employer-employee relationship with the student," and that the employer signing the I-983 "must be the same entity that provides the practical training."

At a client site, the staffing firm, as your employer, signs the I-983 and makes those attestations, so ask your DSO how your school reviews a client-site I-983 before you sign. Search the E-Verify Employer Search under the exact legal name; E-Verify warns that an enrolled employer's listing "does not necessarily mean that all of the hiring sites are enrolled in E-Verify." Our walkthrough of how to check an OPT employer's E-Verify enrollment covers name mismatches. E-Verify is carried by the continuing resolution to 2026-12-11; unless Congress passes funding by then, a lapse could take it offline, as in October 2025.

Gaps between contracts count too. The SEVIS unemployment counter adds each day "without employer information," up to 90 days on post-completion OPT and 150 on STEM OPT, including days used on post-completion OPT. Pay between assignments is a separate question; our comparison of in-house versus staffing-agency H-1B sponsorship covers bench time.

Does Insight Global sponsor green cards?

The H-1B Data Hub does not cover green cards. The public signal is PERM labor certification: search DOL's OFLC disclosure data (latest PERM file FY2026 Q3) under the legal entity name, and read our guide to checking a company's PERM history.

As of 2026-11-01, Insight Global is not among the eight employers (Microsoft, Adobe, Cognizant, Infosys, TCS, Wipro, HCL and Capgemini) that DOL announced on 2026-10-08 it was suspending from PERM. DOL has published no written notice or end date for that suspension, and, as Mayer Brown notes, it "does not suspend any employer from the H-1B program." Insight Global is also not on DOL's H-1B debarment list, "effective as of October 1, 2026." Neither fact means it will file for you; get its PERM policy in writing.

How to check Insight Global yourself before you sign

1. Ask the recruiter for the exact legal employer on your offer letter, Form I-9 and, for STEM OPT, Form I-983.
2. Search the USCIS H-1B Employer Data Hub for that name in every fiscal year, reading new-employment (initial) figures separately from continuing ones.
3. Search the E-Verify Employer Search for the same legal name and your state's hiring site.
4. Download the DOL OFLC LCA and PERM disclosure files (search the firm, your job title and the client's city) and check DOL's H-1B debarment list.
5. Request in writing the client name, contract chain, a client letter on duties and degree requirements, contract length, LCA wage level, pay between assignments and green card policy.
6. Take the draft I-983 to your DSO, and questions about petition strategy (cap-gap timing, change of status or consular filing) to an immigration attorney.

Common mistakes

• Quoting one blended approval rate. An all-years, all-types figure hides FY2024's split between initial and continuing cases.
• Treating FY2024 as permanent, or ignoring it. Read every year, then ask the recruiter what changed.
• Trusting the brand name. The Hub, E-Verify and your I-983 all run on legal entity names.
• Signing a client-site I-983 without your DSO. The signer makes the training attestations, and you live with the record.
• Accepting sponsorship promises verbally. Registration, wage level and green card timing belong in writing.

Frequently asked questions

Does Insight Global sponsor H-1B visas?

Yes, Insight Global files H-1B petitions. In fiscal year 2024 the USCIS H-1B Employer Data Hub shows INSIGHT GLOBAL LLC with 79 initial approvals, 87 initial denials, 98 continuing approvals and 1 continuing denial, so fewer than half of its new-employment cases were approved that year. Its later years show far fewer initial denials, so read every year. Whether a specific contract role comes with sponsorship is decided role by role, so get the answer in writing.

Why are staffing-agency H-1B petitions denied?

Under 8 CFR 214.2(h), when a worker is staffed to a third party, the end client's requirements are the most relevant in deciding whether the job is a specialty occupation, and the petitioner must show a bona fide position available on the start date. USCIS may ask for contracts and work orders. Policy alert PA-2026-05, in effect since 2026-08-05 and challenged in court, lets USCIS deny without an RFE when required initial evidence is missing.

Does Insight Global hire OPT students?

Public data cannot show how many OPT students Insight Global hires, because the Data Hub does not record a worker's prior status. It does show new-employment H-1B filings in FY2024, the category that includes a first H-1B for someone moving from OPT. Ask the recruiter whether the specific role accepts OPT or STEM OPT, and get the answer in writing.

Is Insight Global E-Verify enrolled for STEM OPT?

Check it yourself on the free E-Verify Employer Search at e-verify.gov, using the exact legal entity on your offer and Form I-983. A STEM OPT employer must be enrolled in E-Verify under 8 CFR 214.2(f)(10)(ii)(C)(5), and E-Verify notes that not every hiring site of an enrolled employer is necessarily enrolled. Have your DSO review the I-983 before you sign.

Does Insight Global sponsor green cards?

The H-1B Data Hub does not cover green cards. To see whether the company files PERM labor certifications, search DOL's PERM disclosure data (latest public file FY2026 Q3) under the legal entity name. As of 2026-11-01, Insight Global is not among the eight employers in DOL's announced PERM suspension or on DOL's H-1B debarment list. Ask for the green card policy in writing.

Sources

• USCIS, H-1B Employer Data Hub and Understanding Our H-1B Employer Data Hub
• 8 CFR 214.2, Cornell LII text
• USCIS, PA-2026-05 evidentiary standards (2026-08-05)
• Reginfo.gov, RIN 1615-AD00 agenda entry
• DOL OIG, press release of 2026-10-09
• USCIS, STEM OPT extension, cap-gap, H-1B registration and Form I-129
• Study in the States, SEVIS unemployment counter
• E-Verify, Employer Search
• DOL, OFLC performance data and H-1B debarment list
• Mayer Brown, DOL enforcement actions in the H-1B and PERM fraud probe (October 2026)
• BAL, lawsuit challenging USCIS adjustment-of-status and evidence policies

How we checked this: Insight Global's FY2024 figures come from the USCIS H-1B Employer Data Hub extract behind our employer pages, and the rates are our arithmetic. Every rule was checked against USCIS, DOL and DHS pages and the text of 8 CFR 214.2 on 2026-11-01 and 2026-11-02.

This is general information, not legal or tax advice; your own I-20, I-94 and notices, your DSO and your immigration attorney govern your case.

An Insight Global offer can still be the right move once you have the facts in writing. If you want a search that weighs each sponsor's record before you spend your OPT clock, talk to F1Jobs.