Family Practice - Without OB Physician

We didn't find H-1B, H-1B1, E-3 or green card (PERM) filings under the name Southwest Physician Opportunities in the Department of Labor and USCIS data. That doesn't mean the job can't be sponsored — the company may file under a different legal name, be new to sponsorship, or sponsor a visa that isn't in these datasets (for example H-2B or J-1).

Tip: ask the recruiter early, in writing, which visa they sponsor and whether they cover the legal and filing fees.

Occupation: Physicians, All Other (SOC 29-1229) — estimated from the job title.

• Mentioned in the listing

  H-1B

• H-1B cap-exempt employer

  Regular cap-subject employer — a new H-1B needs to win the lottery in March (unless you already hold cap-counted H-1B status).

• TN (citizens of Canada and Mexico)

  This kind of role may fit the USMCA profession “Physician (teaching or research only)” — it depends on the actual duties. No lottery, no cap; you need the matching degree or license.

• E-3 (Australia) and H-1B1 (Chile, Singapore)

  Same degree requirement as H-1B, but no lottery and a separate quota that is rarely filled.

• O-1 (extraordinary ability)

  For candidates with awards, publications, press, a high salary or critical roles at distinguished organizations. No cap, no lottery; the employer files a petition.

Physicians, All Other · Riverside-San Bernardino-Ontario, CA. Annual prevailing wages set by the Department of Labor (OFLC).

This job pays $280,000–$320,000 a year — that's Level III (experienced). In the wage-weighted H-1B lottery a Level III registration gets 3 entries; estimated selection chance about 46% — better than average.

* Odds are DHS projections for the FY2027 wage-weighted lottery (actual results vary by year and employer). Since the FY2027 cap season the H-1B lottery is weighted by wage level: Level I = 1 entry, II = 2, III = 3, IV = 4. The level is set by the offered wage against the prevailing wage for the occupation and worksite. Separately, a $100,000 fee for new H-1B petitions for workers outside the US was announced in 2025; as of September 2026 a federal court ruling keeps it unenforceable while appeals continue — check the current status.