H-1B Visa Utilization Review Nurse Jobs
Utilization Review Nurses assess medical necessity and coordinate care approvals, making the role a recognized specialty occupation for H-1B visa classification. Employers in managed care, health insurance, and hospital systems routinely sponsor H-1B visas for RNs in UR roles, particularly those with BSN credentials and clinical experience in case management or prior authorization.
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Get Access To All JobsINTRODUCTION
The Utilization Review (UR) Intake Specialist provides staff support services including typing reports and correspondence, file handling and forms completion in addition to answering incoming telephone calls, supporting the goals of the Utilization Review / Case Management department, and of CorVel.
This is a remote position.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES:
- Takes calls relating to precertification requests
- Verifies that all patient, provider and facility information entered in system is accurate and up to date
- Enters notes and service requests in CareMC system
- Communicates with stakeholders in a timely and professional manner
- Additional duties as assigned
KNOWLEDGE & SKILLS:
- Ability to handle multiple priorities in a high-volume, fast-paced, team-oriented environment
- Excellent written and verbal communication skills
- Ability to meet designated deadlines
- Computer proficiency and technical aptitude with the ability to utilize Microsoft Office including Excel spreadsheets
- Strong interpersonal, time management and organizational skills
- Ability to remain poised in stressful situations and communicate diplomatically via all methods of communication
- Ability to work both independently and within a team environment
EDUCATION & EXPERIENCE:
- High School diploma or equivalent required
- A.A. degree or equivalent preferred
PAY RANGE
CorVel uses a market-based approach to pay and our salary ranges may vary depending on your location. Pay rates are established taking into account the following factors: federal, state, and local minimum wage requirements, the geographic location differential, job-related skills, experience, qualifications, internal employee equity, and market conditions. Our ranges may be modified at any time.
For leveled roles (I, II, III, Senior, Lead, etc.) new hires may be slotted into a different level, either up or down, based on assessment during interview process taking into consideration experience, qualifications, and overall fit for the role. The level may impact the salary range and these adjustments would be clarified during the offer process.
Pay Range: $16.74 - $26.92 per hour
A list of our benefit offerings can be found on our CorVel website: CorVel Careers | Opportunities in Risk Management
In general, our opportunities will be posted for up to 1 year from date of posting, or until we have selected candidate(s) to fulfill the opening, whichever comes first.
ABOUT CORVEL
CorVel, a certified Great Place to Work® Company, is a national provider of industry-leading risk management solutions for the workers’ compensation, auto, health and disability management industries. CorVel was founded in 1987 and has been publicly traded on the NASDAQ stock exchange since 1991. Our continual investment in human capital and technology enable us to deliver the most innovative and integrated solutions to our clients. We are a stable and growing company with a strong, supportive culture and plenty of career advancement opportunities. Over 4,000 people working across the United States embrace our core values of Accountability, Commitment, Excellence, Integrity and Teamwork (ACE-IT!).
A comprehensive benefits package is available for full-time regular employees and includes Medical (HDHP) w/Pharmacy, Dental, Vision, Long Term Disability, Health Savings Account, Flexible Spending Account Options, Life Insurance, Accident Insurance, Critical Illness Insurance, Pre-paid Legal Insurance, Parking and Transit FSA accounts, 401K, ROTH 401K, and paid time off.
CorVel is an Equal Opportunity Employer, drug free workplace, and complies with ADA regulations as applicable.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
INTRODUCTION
The Utilization Review (UR) Intake Specialist provides staff support services including typing reports and correspondence, file handling and forms completion in addition to answering incoming telephone calls, supporting the goals of the Utilization Review / Case Management department, and of CorVel.
This is a remote position.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES:
- Takes calls relating to precertification requests
- Verifies that all patient, provider and facility information entered in system is accurate and up to date
- Enters notes and service requests in CareMC system
- Communicates with stakeholders in a timely and professional manner
- Additional duties as assigned
KNOWLEDGE & SKILLS:
- Ability to handle multiple priorities in a high-volume, fast-paced, team-oriented environment
- Excellent written and verbal communication skills
- Ability to meet designated deadlines
- Computer proficiency and technical aptitude with the ability to utilize Microsoft Office including Excel spreadsheets
- Strong interpersonal, time management and organizational skills
- Ability to remain poised in stressful situations and communicate diplomatically via all methods of communication
- Ability to work both independently and within a team environment
EDUCATION & EXPERIENCE:
- High School diploma or equivalent required
- A.A. degree or equivalent preferred
PAY RANGE
CorVel uses a market-based approach to pay and our salary ranges may vary depending on your location. Pay rates are established taking into account the following factors: federal, state, and local minimum wage requirements, the geographic location differential, job-related skills, experience, qualifications, internal employee equity, and market conditions. Our ranges may be modified at any time.
For leveled roles (I, II, III, Senior, Lead, etc.) new hires may be slotted into a different level, either up or down, based on assessment during interview process taking into consideration experience, qualifications, and overall fit for the role. The level may impact the salary range and these adjustments would be clarified during the offer process.
Pay Range: $16.74 - $26.92 per hour
A list of our benefit offerings can be found on our CorVel website: CorVel Careers | Opportunities in Risk Management
In general, our opportunities will be posted for up to 1 year from date of posting, or until we have selected candidate(s) to fulfill the opening, whichever comes first.
ABOUT CORVEL
CorVel, a certified Great Place to Work® Company, is a national provider of industry-leading risk management solutions for the workers’ compensation, auto, health and disability management industries. CorVel was founded in 1987 and has been publicly traded on the NASDAQ stock exchange since 1991. Our continual investment in human capital and technology enable us to deliver the most innovative and integrated solutions to our clients. We are a stable and growing company with a strong, supportive culture and plenty of career advancement opportunities. Over 4,000 people working across the United States embrace our core values of Accountability, Commitment, Excellence, Integrity and Teamwork (ACE-IT!).
A comprehensive benefits package is available for full-time regular employees and includes Medical (HDHP) w/Pharmacy, Dental, Vision, Long Term Disability, Health Savings Account, Flexible Spending Account Options, Life Insurance, Accident Insurance, Critical Illness Insurance, Pre-paid Legal Insurance, Parking and Transit FSA accounts, 401K, ROTH 401K, and paid time off.
CorVel is an Equal Opportunity Employer, drug free workplace, and complies with ADA regulations as applicable.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
See all 35+ H-1B Visa Utilization Review Nurse Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as an Utilization Review Nurse
Verify your UR role qualifies
USCIS requires specialty occupation status, meaning your position must typically require a BSN or higher. Confirm your job description explicitly states a specific nursing degree, not just "healthcare background," before applying to H-1B-sponsoring employers.
Check prevailing wages before negotiating
Use the OFLC Wage Search to look up Level I through Level IV wages for Registered Nurses in your target metro area. Your offered salary must meet the certified LCA wage, so knowing the floor protects you during offer negotiations.
Target managed care and insurance employers
Health insurers and utilization management organizations file H-1B petitions for UR nurses more consistently than staffing agencies. Search Migrate Mate to find employers with verified H-1B LCA filing history specifically in UR and case management roles.
Gather your NCLEX and licensure documents early
Your employer's immigration counsel will need your active RN license, NCLEX pass documentation, and BSN transcripts for the H-1B petition. Multi-state compact licenses simplify remote UR roles but confirm your license covers the employer's filing state.
Ask about cap-exempt employer options
Hospitals affiliated with nonprofit research institutions or universities may qualify as cap-exempt H-1B sponsors, letting you start without waiting for the April lottery. UR nurses employed by academic medical centers should ask HR whether the facility holds cap-exempt status.
Clarify remote work LCA requirements at offer
Remote UR roles require the employer to file a separate LCA for each state where you work. Before accepting a fully remote offer, confirm your employer is prepared to certify worksite locations with DOL, since incomplete LCA coverage is a common compliance issue.
H-1B Visa Utilization Review Nurse: Frequently Asked Questions
Does a Utilization Review Nurse role qualify as a specialty occupation for H-1B purposes?
Yes, if the position requires a BSN or higher as a minimum entry requirement. USCIS evaluates specialty occupation status based on the degree requirement attached to the specific role, not the job title. Ensure your offer letter and the employer's internal job description both specify a bachelor's degree in nursing, not a more general healthcare credential, to support the petition.
Which types of employers sponsor H-1B visas for Utilization Review Nurses?
Health insurers, managed care organizations, hospital systems with in-house UR departments, and third-party utilization management vendors are the most active H-1B sponsors for this role. Staffing agencies can also file H-1B petitions but require a valid end-client employer relationship. Browse Migrate Mate to identify employers with confirmed LCA filing history in UR and case management occupations.
Can I work remotely as a Utilization Review Nurse on an H-1B visa?
Yes, but your employer must certify a Labor Condition Application that covers every state where you perform work. For fully remote UR roles, DOL requires a separate LCA for each physical worksite location, including your home address. If you relocate or work from multiple states, your employer must update the LCA accordingly to remain compliant.
Does my RN license need to match the state where my H-1B employer is based?
Your license must cover the state where work is actually performed, not necessarily where the employer is incorporated. For remote UR positions, that means your home state. Nurses holding a Nurse Licensure Compact license cover most member states automatically, but you'll need individual state licenses for non-compact states. Confirm your license coverage before signing an offer for a remote role.
How does the H-1B lottery affect my timeline for starting a Utilization Review Nurse position?
Cap-subject H-1B petitions are filed in April for an October 1 start date, meaning a job offer accepted in early spring won't translate to authorized work until the following fiscal year. If your target employer is a nonprofit hospital or academic medical center with cap-exempt status, this delay doesn't apply and employment can begin as soon as USCIS approves the petition.