Schools can hire EB-3 workers for permanent, full-time support roles such as custodial, food service, and maintenance positions when qualified local workers are unavailable. The EB-3 visa program allows educational institutions to sponsor international workers for long-term employment, helping stabilize operations, reduce turnover, and support consistent campus services.
A National Center for Education Statistics report found that public schools filled just 74% of custodial positions before the 2024–25 school year, while a study by the School Nutrition Association said that 90.5% of school nutrition directors reported moderate to significant staffing challenges.
Schools across the country face a growing challenge that directly affects daily operations and student experience. Critical support roles are increasingly difficult to fill, even as demand for reliable campus services continues to rise.
Custodial teams are stretched thin. Food service departments struggle to maintain consistent staffing. Maintenance backlogs grow. Administrative support roles sit vacant longer than ever. These positions keep schools functioning, yet traditional hiring methods fail to deliver stable results.
When local recruitment efforts fall short, schools need solutions that go beyond short-term fixes. The EB-3 Unskilled visa program offers a strategic, long-term pathway to secure committed support staff and stabilize operations.
In this article, we outline how educational institutions can use EB-3 as part of a thoughtful workforce strategy, which roles qualify, and what schools need to know to get started.
These shortages have real consequences.
At the same time, schools face rising costs tied to continual recruitment, onboarding, and training. Turnover in support roles remains high, forcing districts into a cycle of emergency hiring and temporary solutions. Competition from the private sector further tightens the labor market, often offering higher wages and more flexible schedules than school systems can match.
Even when positions are filled, retention remains a challenge. Support staff roles often experience some of the highest turnover rates in education, creating ongoing operational instability.
These realities call for a different approach. One that prioritizes long-term planning rather than short-term replacement.
Florida schools often start the school year without enough bus drivers, custodial staff, and cafeteria workers, according to the Florida Education Association.
The EB-3 visa is an employment-based, immigrant visa category. It allows U.S. employers to sponsor foreign workers for permanent residency when qualified U.S. workers are not available.
For schools, the most relevant category is EB-3 Unskilled workers. These are roles that require less than two years of training or experience. The program provides an employment pipeline, not a temporary fix.
EB-3 aligns well with the operational realities of educational institutions. It enables access to a committed workforce looking for long-term employment and community roots.
Because international workers are pursuing permanent residency, they are more likely to remain with the employer for years. This stability significantly reduces turnover and recurring recruitment costs.
For schools struggling to fill the same positions year after year, EB-3 offers a way to address persistent vacancies with a sustainable staffing model.
Many school support positions qualify under the EB-3 unskilled category, provided they are permanent and full-time.
Common Eligible Roles
Position Requirements
To qualify, positions must meet several criteria:
With predictable staffing levels, schools reduce emergency hiring and maintain consistent service quality. Facilities remain cleaner, safer, and better maintained.
Lower turnover means fewer training cycles and reduced reliance on staffing agencies. Budgeting becomes more predictable, and labor costs stabilize over time.
International workers often settle permanently, bringing their families and contributing to the local community. Schools benefit from a diverse workforce that reflects global perspectives and models inclusion for students.
EB-3 is most effective when integrated into a broader workforce plan. Schools should start by identifying roles that remain chronically vacant and assessing the true cost of turnover.
When comparing ongoing recruitment expenses, temporary staffing fees, and productivity losses, EB-3 sponsorship often proves cost-effective over time.
Planning ahead is essential. The EB-3 process typically takes three to five years, making it ideal for pipeline-based workforce planning rather than last-minute hiring.
Successful programs go beyond hiring. Schools that invest in onboarding, cultural integration, and community support see stronger retention outcomes.
Support with housing, local orientation, and clear communication helps international workers integrate more smoothly. The permanent residency pathway itself is a powerful retention tool.
Schools must maintain accurate employment records and ensure compliance at every stage. Partnering with visa specialists simplifies this process and reduces administrative risk.
To participate in the visa program, employers must sponsor the worker and complete a defined labor certification and immigration process. An experienced visa specialist can provide support as you navigate the process.
Schools must document genuine efforts to recruit locally. This includes job postings through standard channels and detailed records showing insufficient qualified applicants. The Department of Labor reviews the application to confirm no available U.S. workers and establishes the prevailing wage for the role.
The school files a petition with U.S. Citizenship and Immigration Services demonstrating its ability to pay the offered wage and confirming the position and worker qualifications.
The worker completes visa processing or adjusts status within the U.S. Timelines vary, with an overall process averaging three to five years.
Schools must commit to wage and compliance requirements and budget for filing and legal costs. Working with immigration attorneys or experienced visa partners is strongly recommended.
Download our free guide, A Step-By-Step Guide to Sponsoring Candidates Through the EB-3 Program and learn about one of the most effective pathways for building a stable, committed workforce.
Is this taking jobs from local workers?
No. EB-3 requires proof that qualified local workers are unavailable. The program exists specifically to address labor shortages.
Is the timeline too long?
EB-3 supports future workforce needs. Schools that plan ahead gain long-term stability rather than reacting to ongoing shortages.
What about the costs?
When compared to perpetual turnover and hiring, sponsorship often delivers a strong return through retention and operational consistency.
Is this too complex for HR teams?
With the right support, schools can manage the process effectively. Many institutions successfully scale EB-3 programs over time.
School support role shortages demand more than short-term fixes. They require strategic, long-term solutions.
The EB-3 visa program allows schools to invest in a stable, committed workforce that supports daily operations and advances their educational mission. While the process requires planning, the payoff is sustained operational excellence and reduced staffing disruption.
Schools that act early position themselves for long-term success.
To explore whether EB-3 fits your school workforce strategy, contact Vanteo for a free consultation and begin building the support teams your schools depend on.
About Vanteo
Vanteo serves as the parent company for a comprehensive family of brands specializing in workforce solutions, cultural exchange programs, and process management, each benefiting from our integrated approach.
Permanent Workers
BDV Solutions (BDV) operates as our EB-3 permanent residence visa specialist, focusing on long-term workforce solutions for organizations seeking to build lasting international talent partnerships. BDV handles the complex process of securing permanent residence visas for essential workers across various industries.
Vanteo is not a law firm, and this information should not be considered legal advice. Participation in U.S. visa programs is subject to eligibility, regulatory requirements, and government approval. Past performance does not guarantee future outcomes. Participation in the J-1 Exchange Visitor Program is subject to sponsor approval and U.S. government regulations.