A multi-unit hospitality operator with more than two dozen locations across the Midwest came to Best Royal with a familiar problem: staffing was reliable in theory, but fragile in practice. Seasonal peaks, local labor competition, and constant retraining meant managers spent as much time hiring as leading.
Turnover had climbed above 40% annually in front-of-house and back-of-house roles. Overtime, agency fill-ins, and missed service standards were becoming the norm—not the exception.
The challenge
The employer needed workers who would stay, not just show up for a busy quarter. Temporary visa programs had helped in the past, but the leadership team wanted a permanent solution aligned with growth plans—not another cycle of recruitment every year.
Key goals included:
- Reduce turnover and training costs across multiple sites
- Fill hard-to-staff roles with committed, long-term employees
- Keep compliance and immigration paperwork out of daily operations
- Control total cost without surprise agency fees
Why EB-3—and why Best Royal
Unlike seasonal programs built around short-term demand, the EB-3 visa category supports permanent residency for qualified workers. For this operator, that meant building a core team that could grow with the brand—not re-staffing from scratch after every peak season.
Best Royal managed the process end to end: workforce assessment, PERM coordination, consular processing support, and structured onboarding. The employer’s internal team stayed focused on operations while Best Royal handled the immigration workflow.
What changed
Within the first year of the program:
- Turnover dropped sharply in sponsored roles, with fewer gaps on weekend and holiday shifts
- Training time fell as experienced workers stayed on teams longer
- Site managers reported more predictable scheduling, with less last-minute coverage scrambling
- Corporate HR gained a repeatable hiring model instead of location-by-location firefighting
“We stopped treating labor like a revolving door. EB-3 gave us people who want to build a life here—and Best Royal made the process something we could actually run at scale.”
— Regional Operations Director (name withheld)
Lessons for other employers
This story reflects a pattern Best Royal sees across hospitality, food processing, and other high-demand sectors:
- Stability beats volume. A smaller team that stays is often cheaper than constant replacement.
- Permanent sponsorship is a strategy, not a one-off hire. Planning across regions matters.
- Expert management reduces risk. Immigration steps are complex; outsourcing coordination to a dedicated partner keeps timelines on track.
Looking ahead
The group is expanding its EB-3 pipeline to additional locations and role types, using the same playbook: assess needs, sponsor qualified workers, onboard with clear expectations, and measure retention—not just headcount.
If your organization faces similar turnover and wants a long-term workforce plan, schedule a consultation with Best Royal to review EB-3 eligibility, timelines, and what full-service sponsorship would look like for your sites.
