Sponsorship verdict
Sponsorship possible
One solid signal, not two. Worth applying, and worth asking about sponsorship early.
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✓
Employer is on a government sponsor recordThe US Department of Labor certified 176 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first.
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The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
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No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area.
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✓
What Western Digital Technologies INC paid sponsored hires in similar roles35 certified filings for “Staff Engineer, Hardware Development Engineering” (Industrial Engineers) in CA: $120k–$163k, median $145k.
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✓
Confirmed live todayWhen a source last listed this job as open.
Details and sources
- Employer is on a government sponsor record
- The US Department of Labor certified 176 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. Source: LCA disclosure data (US Department of Labor (OFLC)).
- No salary bar for this route
- H-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Western Digital Technologies INC paid sponsored hires in similar roles
- 35 certified filings for “Staff Engineer, Hardware Development Engineering” (Industrial Engineers) in CA: $120k–$163k, median $145k. Most were filed at wage level II (44%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence. It is not legal advice and never a guarantee: the employer and the immigration authority decide. Sign in to factor in where you can already work.
About the role
The position is needed for equipment engineering group in Photo area responsible for manufacturing equipment. Equipment failure analysis and characterization, with the emphasize on the following areas:
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Assist Equipment Engineering – Optimizing, improving and providing solutions/feedback for equipment.
• Learn and maintain obsolescence tools
• PM trainer/assistant) that could work a hybrid shift.
• Train and assist, as needed, with PMs. Since we have a lot of PAS tools that might be a good place to start.
• This would really help upskill shifts that need more help and alleviate some of the shift specific PMs.
• This individual would help keep data together, highlight potential problems and provide feedback on all shifts need more resources.
• Work with maintenance team to trouble-shoot, provide long term solutions and training.
• Lead and drive the corrective actions associated with equipment issue.
• Assist in transitioning FR/GO Wiki
• Monitor equipment performance, identify issues and fix tool.
• Certify and train maintenance, chemical technicians and equipment tool owners.
• Establish written procedures and specs for maintenance tech.
• Work with process engineering team to provide resolution/reduction of rework and scrap issues.
• Work with EE on investigations for equipment related excursion and provide a solution.
• Assiste EE in 8D summary to maint/prod/process and various department stake holders.
• Provide safety recommendations on equipment in addition ensuring tools meet QA site requirements.
REQUIRED
• AS/BS degree in electrical engineering, mechanical engineering or computer science is preferred.
• Analytical, logical, and data-driven, and demonstrated ability in fixing and providing equipment resolutions.
• Demonstrated ability to manage projects with set milestone and timeline, and ability to execute under minimal supervision.
• A responsible and team player. Detail-oriented and willingness to learn and thrive in a cross-functional manufacturing environment.
SKILLS
• Excellent communication skills, both written and oral. Able to work and interact with various interdepartmental engineering and other support organizations.
• Ability to understand electrical schematics and trouble-shoot equipment.
• Understand Photo equipment process, optics, electrical, mechanical and robotics knowledge.
• Provide equipment training to maintenance team.
• Utilize Micro-computer applications for equipment optimization, trouble-shooting and analysis of tool performance.
• Assist EE provide solutions equipment performance reports, 8D resolutions and follow thru on action items.
• Assist EE parts inventory, research second source options and engineer parts if necessary to support equipment.
• Work with equipment vendors to ensure tool performance and support as well as escalation of line down situations.
• AS/BS degree in electrical engineering, mechanical engineering or computer science is preferred.
• Analytical, logical, and data-driven, and demonstrated ability in fixing and providing equipment resolutions.
• Excellent communication skills, both written and oral. Able to work and interact with various interdepartmental engineering and other support organizations.
• Demonstrated ability to manage projects with set milestone and timeline, and ability to execute under minimal supervision.
• A responsible and team player. Detail-oriented and willingness to learn and thrive in a cross-functional manufacturing environment.
WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), s
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