What’s The Best Immigration Service for EB-2/EB-3 Employment Based Strategies

A single denial can wipe out months of trust you worked hard to build.

Not because you did nothing, but because one small detail slipped through, and the embassy officer noticed it first.

One date does not match. One job title that changes across documents. One social media profile tells a different story from what the client submitted.

Then it happens fast.

The officer pulls one thread. The thread pulls. The story breaks. Your client gets denied. Your agency gets blamed. Refund messages start. Referrals slow down.

So when you ask, What’s The Best Immigration Service for EB-2/EB-3 Employment Based Strategies, you are really asking this:

How do you choose a service that reduces denial risk, protects your agency’s name, and helps every client show up clear and consistent?

This introduction leads you into that answer, in simple English, with tools you can use.

Read Also: What is T Status in Immigration? 5 Proven Facts

First, a quick correction that will save you trouble

EB 2 and EB 3 are employment-based immigrant paths. Many EB cases go through USCIS steps like labour certification and the I 140 petition, then move to consular processing using DS-260 for immigrant visas, not DS-160.

DS 160 is for non-immigrant visas and K visas, so it fits visitor, student, and many work visa interviews.

So why does DS 160 matter in an article about what’s the best immigration service for eb-2/eb-3 employment-based strategies?

Because most agencies still face damage from the same root problem across both worlds: weak pre-screening and messy credibility signals. Your clients may also have an old DS-160 history. Officers can review prior applications. Inconsistency still hurts.

That is where a pre-screening layer like Vettstream earns its place.

The direct answer to what’s the best immigration service for eb-2/eb-3 employment-based strategies

The best immigration service for EB 2 and EB-3 employment-based strategies does seven things well:

1. It tells the truth about fit
2. It explains EB 2 vs EB 3 in simple terms
3. It shows the exact steps, with milestones and the owner of each step
4. It gives cost clarity, including what the client pays and what the employer pays
5. It manages risk, not hype
6. It communicates fast and in writing
7. It runs pre screening that checks forms, documents, and online presence for consistency

Most providers do one or two. Few do all seven. That is why so many agencies keep bleeding from denial and refund issues.

Now let’s break down the strategy side first, then the service selection side, then the pre-screening side.

EB 2 and EB 3 in simple English

USCIS describes EB 2 as a second preference immigrant category for people with advanced degrees or exceptional ability, and EB-3 as a third preference category for skilled workers, professionals, and other workers.

Here is the agency friendly way to explain it.

EB 2 in plain terms

EB 2 often fits clients who have:
• An advanced degree, or its equivalent
• Or strong proof of exceptional ability in their field

Many EB 2 cases still need an employer sponsor and labour certification. Some EB 2 cases use a national interest waiver path, but that depends on the client profile.

EB 3 in plain terms

EB 3 often fits clients who have:
• A job offer that matches the category
• Skilled worker, professional, or other worker
• A sponsor employer willing to go through the process

US government sources note that employment-based immigrant visas often require an approved petition like Form I 140, and many categories require labour certification.

If your agency cannot explain EB 2 vs EB 3 in two minutes, your client will buy from somebody else, or they will walk into the embassy with weak clarity.

And when you ask again, what’s the best immigration service for eb-2/eb-3 employment-based strategies, part of the answer is simple: pick a service that makes this easy for you to explain.

The strategy forks most pages, skipping

Most marketing pages list visa types and stop there. Strategy means choices. Choices mean tradeoffs.

Here are the forks you must discuss with clients so you do not sell the wrong thing.

Fork 1: EB 2 employer-sponsored vs EB 2 NIW

Ask:
• Does the client have an employer ready to sponsor
• Or do they need a path that tries to waive the job offer requirement
• Can the client prove impact at a level that fits the waiver argument

Even if you do not file the case, you must know how to screen for fit.

Fork 2: EB 3 skilled vs EB 3 other worker

Ask:
• Does the job need experience or training
• Does the client meet it right now
• Can the employer document it cleanly

This is where many agencies get sloppy. They push “unskilled” as if it means “no requirements.” The job still has requirements. The file still needs consistency.

Fork 3: Consular processing vs adjustment of status

Ask:
• Is the client outside the US, planning to interview at an embassy
• Or inside the US, planning to file for adjustment

This choice changes the document set, timing, and risk points.

Fork 4: Visa bulletin timing and expectations

Clients want time. You need to speak in drivers, not guesses:
• Category backlogs
• Country of chargeability
• Filing stages and queues

Do not promise timelines you cannot control. Your agency name takes the hit.

This is another reason people search what’s the best immigration service for eb-2/eb-3 employment-based strategies. They want someone who speaks clearly and does not sell fantasy.

The real risk points in EB 2 and EB 3

Denials and delays come from patterns you can spot early if you use the right checklist.

Risk point A: Weak or unclear job story

Officers and adjudicators look for a clean story:
• Who is the employer
• What is the role
• Why this worker
• Why this wage and level
• Why the timeline makes sense

When the story changes across documents, the file cracks.

Risk point B: Document mismatch

Common mismatch areas:
• Dates of employment
• Titles and responsibilities
• Education dates
• Travel history
• Addresses
• Salary numbers

If you run no pre-screening, you miss these.

Risk point C: Online presence and identity mismatch

This is not about “being perfect.” It is about being consistent.

Example problems agencies see:
• LinkedIn shows a different role than the petition story
• Public posts suggest a different plan than the stated plan
• Old bios list different employers
• Different name formats across platforms

For DS 160, the State Department uses the form to process non-immigrant visa applications and determine eligibility, along with the interview.

For immigrant visa cases, the DS-260 is part of the consular process steps listed by the State Department.

You cannot control how officers review credibility. You can control what you catch before the interview.

The service scorecard: how you pick the best provider

If you want an article that beats the thin marketing pages online, you need something agencies can use.

Below is a simple scoring system. Score each item 0, 1, or 2.

0 means unclear or missing
1 means partial
2 means clear, written, and repeatable

1) Legal ownership clarity

• Who gives legal advice
• Who files what
• Who signs what
• Which attorney takes responsibility

2) Employer vetting and job proof

• How does the provider vet employers
• What proof do they show the client
• What happens if the employer drops out
• Do they give written terms

3) Process map with milestones

• Step list with owners
• What triggers the next step
• What documents must the client provide
• What delays the case

4) Cost clarity and payment terms

• Line item clarity
• Refund logic in writing
• What costs never come back
• What the employer pays vs what the worker pays

5) Risk handling

• How they handle requests for evidence
• How they handle interview issues
• Who trains the client
• What support exists after a setback

6) Communication standards

• How fast they respond
• Where they respond
• What they document
• What the client receives in writing

7) Pre-screening and credibility checks

This is where most providers fail.

Ask:
• Do you run a pre-screening check before submission
• Do you check forms against social profiles
• Do you flag mismatch points for review
• Do you keep a record that protects the agency

Now read your score. If the provider scores low, do not call them “best.” You will pay for it later.

This is the part most pages skip when you search for what’s the best immigration service for eb-2/eb-3 employment-based strategies.

Red flags you should take seriously

If you work with clients at scale, you need red flags that help you say no fast.

Here are the big ones.

1. They promise approvals
   Nobody can promise that.
2. They avoid written terms
   If they will not put it in writing, they will not stand by it later.
3. They talk timelines with no milestones
   A real plan has stages, owners, and triggers.
4. They cannot explain EB 2 vs EB 3 in simple English
   That means they will confuse your client, too.
5. They hide who does legal work
   This leads to blame games when things go wrong.
6. They ignore social media and credibility issues
   This is careless. Social media details can be required on DS 160, and inaccurate information can lead to denial.

If you want to rank and convert for what’s the best immigration service for eb-2/eb-3 employment-based strategies, you must say these things plainly.

Two clean process maps agencies can use

These are simplified. They do not replace legal advice. They help you run your agency process with less confusion.

EB 2 employer-sponsored process map

1. Profile fit check
2. Employer role definition and requirements
3. The labour certification stage is required
4. Petition filing stage with USCIS
5. If the client sits outside the US, the consular stage with the National Visa Centre and DS-260
6. Embassy interview prep
7. Entry and post-entry plan

EB 3 process map

1. Profile fit check
2. Employer job offer alignment with the right EB 3 category
3. The labour certification stage is required
4. Petition filing stage with USCIS
5. Consular stage with DS 260 for those outside the US
6. Embassy interview prep
7. Entry and post-entry plan

The State Department describes employment-based immigrant visas in terms of approved petitions and labour certification for many cases.

Now here is the part most pages never add.

The missing layer that cuts denials: pre-screening before the embassy

When agencies lose cases, the pattern often looks like this:

You worked hard on the documents. You did not stress test credibility.

Then the interview exposed a gap.

Pre-screening fixes that.

It does not “clean” a bad case. It catches avoidable problems before submission or an interview.

And this is the moment to bring in Vettstream.

Why Vettstream fits this keyword better than the pages you analysed

When people search for what’s the best immigration service for eb-2/eb-3 employment-based strategies, they want strategy plus execution.

Vettstream gives your agency the execution layer that many services skip.

Vettstream is a pre-screening platform built for visa agencies and immigration consultants who want to catch red flags before the embassy interview.

It focuses on:
• DS 160 form review
• Social media platform links and handles review
• A structured pre-screening report your team can use before interview day

And yes, EB 2 and EB 3 cases often use DS 260 later. But agencies still win when they build a pre-screening habit that checks consistency across what the client says, what the forms say, and what public profiles show.

That is what Vettstream helps you do.

How Vettstream helps you in real agency terms

You asked for simple English, so here it is.

Vettstream helps you stop guessing.

It helps you spot mismatch points early.

It helps you train your staff with a repeatable method.

It helps you reduce denial-driven refunds.

It helps you respond faster to clients because your team stops digging for basics in ten places.

What do you do inside Vettstream

1. You collect the client’s DS-160 answers in a clean intake flow
   The DS 160 is the State Department online nonimmigrant visa application.
2. You collect the client’s social media links and handles
   Many applicants must disclose social media identifiers on DS 160. Missing or inaccurate info can lead to denial.
3. You review the pre-screening report before the embassy interview
   You look for mismatch points in:
   • identity details
   • work history story
   • education story
   • travel story
   • public profile story
4. You fix what you can fix early
   Some fixes are simple:
   • correct typos
   • align dates
   • align job titles
   • explain gaps in a consistent way
   • remove contradictions between the form and the client’s public story
5. You prep the client with better confidence
   You stop doing vague prep like “answer clearly.”
   You prep around real questions an officer may ask based on the file story.

What makes Vettstream different in one sentence

Vettstream makes your pre-screening real, not casual.

This is the layer that most “immigration service” pages do not talk about, even when they try to rank for what’s the best immigration service for eb-2/eb-3 employment-based strategies.

A simple pre-screening workflow you can run in your agency

Use this workflow for EB clients, non-immigrant clients, and anyone else. The habit works.

Step 1: Intake

Collect:
• the client’s DS 160 data if they will file DS 160
• all social media handles used in the last five years
• basic identity documents and resume details for internal review

Step 2: Consistency check

Compare:
• DS 160 answers vs client resume story
• public LinkedIn story vs the form story
• employer names and dates across everything

Step 3: Risk label

Label each issue:
• Low risk typo
• Medium risk mismatch
• High risk contradiction

Step 4: Fix plan

For each issue, decide:
• fix now in the form if possible
• document an explanation for the interview
• stop and escalate to an attorney partner if the issue touches legal strategy

Step 5: Interview prep

Train the client on:
• their own story
• how to answer short and direct
• how to handle gaps without adding new stories

Step 6: Record keeping

Keep your pre-screening report as proof of your work.
This protects your agency when a client tries to blame you for what they did not disclose.

Vettstream supports this style of work.

How to talk about “best service” without sounding salesy

You do not need hype. You need clarity.

Here is the language that wins trust:
• “We screen your file before interview day.”
• “We check your DS 160 details and your social handles for mismatch points.”
• “We put everything into a report so you know what to fix.”
• “If you need legal advice, we refer you to an attorney. We do not give legal advice.”

That last line matters.

The disclaimer you should keep

Vettstream is not a law firm and does not provide legal advice. Your use of Vettstream does not create an attorney-client relationship.

Say it early, and say it clearly.

If you are tired of denials that could have been avoided, do this next.

1. Watch the Vettstream VSL now
2. While watching, write down these 3 things for your agency
   What do you currently do before embassy interviews
   Where do you lose cases most often
   What you wish you could catch earlier in the DS 160 and social media links
3. After the VSL, take action the same day
   Run Vettstream pre-screening for your next client
   Use the report to fix mismatch points before the embassy date
   Use the same workflow for every client so your team stops guessing

If your agency wants fewer denials, fewer refund fights, and stronger client confidence, watch the VSL now