Edgile LLC · Phoenix, Arizona
Case #I-200-24191-181783
In FY2024, Edgile LLC sought H-1B sponsorship for a Technical Director in Phoenix, Arizona at $198k per year, which is 0% above the prevailing wage of $198k. The case was processed in 0 days during the FY FY2024 cycle. This position is for continued employment.
| Case Number | I-200-24191-181783 |
| Case Status | Withdrawn |
| Visa Class | H-1B |
| Fiscal Year | FY 2024 |
| Employer | Edgile LLC |
| Employer Location | Austin, Texas |
| Job Title | Technical Director |
| SOC Code | 11-302100 – Computer and Information Systems Managers |
| Worksite | Phoenix, Arizona |
| Annual Wage | $198k |
| Prevailing Wage | $198k |
| Wage Premium | 0.0% |
| Positions | 1 (0 new, 1 continued) |
| Job Title | Salary | Status | Date |
|---|---|---|---|
| Senior manager | $177k | CERTIFIED | Jun 8, 2025 |
| Techno Functional Consultant L3 | $123k | CERTIFIED | Dec 19, 2024 |
| Techno Functional Consultant L3 | $123k | WITHDRAWN | Dec 17, 2024 |
| Senior manager | $177k | WITHDRAWN | Jun 7, 2025 |
| Developer/Manager (Analysis/IAM) | $174k | CERTIFIED | Mar 25, 2025 |
This Labor Condition Application (LCA) was filed by Edgile LLC for the position of Technical Director in Phoenix, Arizona. The offered annual salary is $198k, compared to the prevailing wage of $198k for this occupation and location. This represents a wage premium of 0.0% above the prevailing wage.
The LCA is the first step in the H-1B visa process. Employers must file an LCA with the Department of Labor certifying that they will pay the foreign worker at least the prevailing wage for the occupation in the area of intended employment. A certified LCA is required before the employer can file an H-1B petition with USCIS.
Case status: Withdrawn. This means the employer or their representative withdrew the application.
A Labor Condition Application (LCA) is a mandatory document that U.S. employers must file with the U.S. Department of Labor (DOL) before they can petition for a foreign worker under the H-1B, H-1B1, or E-3 visa categories. The LCA process was established under the Immigration and Nationality Act (INA) to protect both foreign and domestic workers by ensuring fair wages and working conditions.
When a U.S. company identifies a foreign national to fill a specialty occupation position, they must first obtain DOL certification through the LCA process before filing the H-1B petition (Form I-129) with U.S. Citizenship and Immigration Services (USCIS). In this case, Edgile LLC filed LCA case number I-200-24191-181783 to sponsor a Technical Director position at their worksite in Phoenix, Arizona. By filing this LCA, the employer attests to four key conditions: (1) paying the higher of the actual wage or prevailing wage, (2) providing working conditions that will not adversely affect other similarly employed workers, (3) no strike or lockout at the worksite, and (4) providing notice of the filing to the bargaining representative or posting notice at the worksite.
The DOL establishes four wage levels for each occupation and geographic area, representing the progression from entry-level to fully competent workers:
For this filing, the offered wage of $198k compares to the DOL prevailing wage of $198k for Computer and Information Systems Managers positions in the Phoenix, Arizona area. The positive wage premium of 0.0% indicates the employer is offering above the DOL-determined average for this occupation and location.
The prevailing wage is the average wage paid to similarly employed workers in a specific occupation in the area of intended employment. The DOL determines prevailing wages using data from the Occupational Employment and Wage Statistics (OEWS) survey conducted by the Bureau of Labor Statistics (BLS). Employers must pay H-1B workers the higher of the prevailing wage or the actual wage paid to other employees in similar positions at the company. This requirement is designed to prevent employers from using H-1B workers to undercut domestic wages.
A "Certified-Withdrawn" status means this LCA was initially certified by the DOL but was later withdrawn by the employer. This can happen for various reasons: the foreign worker may have declined the position, found employment elsewhere, the employer may have decided to refile with updated information, or business conditions may have changed. A withdrawal does not negatively affect the employer's ability to file future LCAs.
The offered salary of $198k for this Technical Director position provides a data point for evaluating compensation trends in H-1B visa sponsorship. When reviewing H-1B salary data, consider that wages vary significantly based on geographic location, employer size, industry sector, and the worker's experience level. This position falls under SOC code 11-302100 (Computer and Information Systems Managers), which standardizes how the Bureau of Labor Statistics classifies occupations across industries. Metropolitan areas like New York, San Francisco, and Seattle typically command higher salaries due to higher costs of living, while positions in smaller markets may offer lower nominal wages but comparable purchasing power.
The offered annual salary for this Technical Director position at Edgile LLC is $198k. The Department of Labor prevailing wage for this occupation and location is $198k. The offered wage represents a 0.0% premium over the prevailing wage.
This H-1B filing is for a position located in Phoenix, Arizona. The employing company, Edgile LLC, is headquartered in Austin, Texas.
This Labor Condition Application is filed under the H-1B visa classification. The H-1B visa is designed for specialty occupation workers who possess at least a bachelor's degree or equivalent in a specific field related to the job.
The employer for this filing is Edgile LLC, located in Austin, Texas. Edgile LLC filed this Labor Condition Application (case number I-200-24191-181783) for a Technical Director position during fiscal year FY 2024. View all Edgile LLC H-1B filings.
Certified-Withdrawn means this LCA was initially certified by the DOL but was subsequently withdrawn by the employer or their authorized representative.