Jobs / United States / Sonic Automotive INC

Sonic Automotive INC

Janitor - Dave Smith Motors

Kellogg, ID, US Posted 1 month ago

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Sponsorship verdict

Sponsorship unlikely

Something in the evidence works against sponsorship. Read the reasons before you invest time.

  • Employer is on a government sponsor recordUSCIS Data Hub records 1 H-1B approvals for this employer in FY2023 — older 2023 data; no recent Department of Labor filings (Oct 2025 – Jun 2026) were found for it.
  • The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
  • 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.
  • Existing work authorization requiredFrom the posting’s own wording.
  • Confirmed live todayWhen a source last listed this job as open.
Details and sources
Employer is on a government sponsor record
USCIS Data Hub records 1 H-1B approvals for this employer in FY2023 — older 2023 data; no recent Department of Labor filings (Oct 2025 – Jun 2026) were found for it. Source: US Department of Labor visa filings (LCA) (US Department of Labor (OFLC), plus USCIS H-1B Employer Data Hub).
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.

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.

Before you apply

Review before applying

Existing work authorization required — the posting’s wording suggests candidates who already hold work rights. Read the original listing carefully.

These come from the posting’s own wording. Read the original listing to confirm. See better-fit alternatives →

About the role

Duties & Responsibilities: • Clean and sanitize restrooms, break rooms, and customer areas daily. • Sweep, mop, and vacuum floors, including service bays, showroom, and office spaces. • Empty trash receptacles and ensure proper disposal of waste and recyclables. • Maintain the cleanliness of windows, glass doors, and other high-traffic touchpoints. • Replenish supplies such as paper towels, soap, and toilet paper as needed. • Perform routine maintenance tasks, such as changing lightbulbs or minor repairs. • Ensure the exterior of the dealership is clean, including sweeping sidewalks and removing debris. • Proven experience in janitorial or custodial work. • Ability to operate cleaning equipment such as floor scrubbers, vacuums, and mops. • Strong attention to detail and a commitment to maintaining cleanliness. • Ability to lift and move up to 50 lbs. • All applicants must be authorized to work in the USA. • All applicants must be able to demonstrate ability to pass pre-employment testing to include background checks and drug testing. Preferred Qualifications: • Previous experience in a commercial or automotive dealership setting. • Familiarity with handling cleaning chemicals and following safety protocols. Compensation (Hourly): • $15.00-$16.00 / hour Schedule : • FULL TIME • 5 days a week / 2 days off Benefits: • Medical, dental, vision insurance • 401k plan with company match • Paid Time Off accrual • Closed for Thanksgiving day and Christmas day • Employee discounts on purchasing and leasing cars • Opportunities for career advancement within a Fortune 500 company   *All your information will be kept confidential according to EEOC guidelines*

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