What counts as evidence for the O-1A High Salary criterion?

Examples include employment offer or contract, w-2s or tax returns, equity grants and vesting schedules, industry salary benchmarks. The strongest cases combine several types of evidence, because no single document is enough on its own.

What are common mistakes with the O-1A High Salary criterion?

Presenting a high dollar figure with no peer comparison, USCIS needs to know if that figure is high FOR THE ROLE AND REGION. Using national averages for a high-cost-of-living market (SF, NYC), the comparison must be like-for-like on location.

How many O-1A criteria do I need to meet?

A petition shows a major internationally recognized award, or at least three of the 8 O-1A criteria. USCIS then considers all the evidence in its totality, so the quality of each piece of evidence matters as much as the count.

How does Lando build the O-1A High Salary criterion?

Lando works in 3 steps: document your compensation, establish the peer benchmark, show the percentile. Lando is not a law firm; petitions are prepared in coordination with licensed U.S. immigration attorneys.

O-1A High Salary Criterion

How to prove your compensation is significantly above the norm in your field.

How USCIS states this criterion

Evidence that the beneficiary has either commanded a high salary or will command a high salary or other remuneration for services as evidenced by contracts or other reliable evidence.

This is criterion 8 of eight for the O-1A. A petition must meet at least three of the eight unless it rests on a major internationally recognized award. Source: Policy Manual, Chapter 4, checked September 21, 2026.

Quick answer. O-1A High Salary Criterion is one of the 8 O-1A evidence criteria. A petition shows a major award or at least three criteria, and USCIS then weighs the whole record. USCIS wants to see that you command remuneration significantly higher than others performing similar work in your field.

USCIS wants to see that you command remuneration significantly higher than others performing similar work in your field. This is a comparative test: the salary must be high relative to peers in the same role, industry, region, and career stage. A $200k salary is unremarkable for an SF Bay Area engineer, but stands out for a research scientist in a comparable role.

Types of evidence

Employment offer or contract

Signed employment agreement showing base salary, bonuses, equity value, and total compensation.

W-2s or tax returns

Prior-year documentation confirming compensation at the level being claimed.

Equity grants and vesting schedules

For founders and executives: option grants, RSU schedules, and estimated fair-market values.

Industry salary benchmarks

Data from Levels.fyi, H1B salary databases, Payscale, LinkedIn Salary, BLS, or industry-specific reports establishing the peer benchmark.

Board / compensation-committee documentation

For senior executives: comp-committee minutes, 10-K filings, or proxy statements confirming compensation.

Expert letter on comparative pay

Statement from a recruiter, industry expert, or comparable-company executive confirming your comp is significantly above the peer range.

Evidence by profession

Startup founders

Compare cash salary + equity value to founder-comp surveys (First Round, Kauffman, Pitchbook) for company stage. Founder equity value at $10M+ post-money is a strong signal.

Researchers

Compare against tenure-track / research-scientist scales at Bureau of Labor Statistics or AAAS salary surveys. Named chair or endowed positions with above-market comp qualify.

Executives

Compare against Equilar, Aon Hewitt, or 10-K filings for similar roles at similar-tier companies. C-suite comp in top decile of the industry is the standard.

Engineers

Use Levels.fyi, H1B disclosures, or Blind data for comparable role/level. Total comp (base + bonus + equity) in the top 10-20% of the level's distribution is a strong signal.

Athletes

Compare against league/federation salary tables, endorsement industry averages, or published team rosters. Compensation in the top quartile of the sport at your level qualifies.

Consultants

Compare against firm-level partner/principal comp data (Vault, WSJ reporting) or industry averages for the specialty.

How we build this criterion

Document your compensation

We gather offer letters, W-2s, equity grant documentation, and any bonus letters covering your total comp.

Establish the peer benchmark

We pull role/level/region-specific salary data from multiple sources so the peer distribution is clearly documented.

Show the percentile

We present your comp as a percentile or multiple of the peer range so USCIS reads it as demonstrably high, not just a high number in isolation.

Common questions

What counts as evidence for the O-1A High Salary criterion?: Examples include employment offer or contract, w-2s or tax returns, equity grants and vesting schedules, industry salary benchmarks. The strongest cases combine several types of evidence, because no single document is enough on its own.
What are common mistakes with the O-1A High Salary criterion?: Presenting a high dollar figure with no peer comparison, USCIS needs to know if that figure is high FOR THE ROLE AND REGION. Using national averages for a high-cost-of-living market (SF, NYC), the comparison must be like-for-like on location.
How many O-1A criteria do I need to meet?: A petition shows a major internationally recognized award, or at least three of the 8 O-1A criteria. USCIS then considers all the evidence in its totality, so the quality of each piece of evidence matters as much as the count.
How does Lando build the O-1A High Salary criterion?: Lando works in 3 steps: document your compensation, establish the peer benchmark, show the percentile. Lando is not a law firm; petitions are prepared in coordination with licensed U.S. immigration attorneys.