PERM programs
Sample role, recruitment, employer, and beneficiary workstreams organized across a recurring program.
PROGRAM MANAGEMENTCorporate immigration / fictional demonstration
Global mobility.
Operational clarity.
South T Law is a fictional corporate-immigration firm showing how recurring employer programs, multiple legal teams, and shared deadlines can remain visible without blending confidential portfolios.
01 / Capabilities
Built around employer programs.
Representative practice content from South T Law’s canonical test profile. Every item is fictional and intended only to demonstrate product organization.
Immigrant petitions
Illustrative I-140 and adjustment records with ownership and review checkpoints kept visible.
PETITION WORKFLOWSNonimmigrant matters
Demonstration H-1B, L-1, and O-1 pathways for test employers and fictional beneficiaries.
MOBILITY SUPPORTCorporate compliance
Sample audit, reporting, and follow-up concepts without real compliance analysis or advice.
OVERSIGHT02 / Operating model
Two client teams.
One visible standard.
The fictional South T Law model separates employer portfolios while allowing firm-wide operational teams to coordinate deadlines, quality, and workload.
Meet the fictional teamEnterprise Mobility
Recurring programs, multi-beneficiary workflows, and sample compliance oversight.
Legal reviewProgram operationsEmployer contacts
Growth Companies
Developing programs, fast-changing hiring needs, and demonstration matter coordination.
Legal reviewMatter preparationIntake routing
03 / Our fictional people
A complete multidisciplinary team.
Managing Partner Fictional profile
Aisha Grant
Enterprise Mobility / Chicago- Sample executive review
- Employer-program oversight
- Firm operations
Partner Fictional profile
Marcus Lee
Growth Companies / Austin- Sample client-team leadership
- Nonimmigrant workflows
- Review coordination
04 / Representative workflow
Program work, mapped end to end.
This sequence demonstrates coordination concepts only. It does not describe required legal steps.
- 01SCOPE
Define the sample program
Identify fictional employer teams and matter types.
- 02ROUTE
Assign the workstream
Separate program, beneficiary, and reviewer ownership.
- 03REVIEW
Check the sample record
Demonstrate preparation and quality handoffs.
- 04MONITOR
Track test milestones
Keep representative status and follow-up visible.
05 / Demonstration intake
Explore the workflow.
Do not request legal help.
This interface does not contact a lawyer, create representation, or transmit a legal inquiry. Enter fictional information only.
Learn about RetiLawFirm profile
Portfolio discipline at employer-program scale.
South T Law’s fictional Chicago and Austin teams coordinate recurring mobility programs while keeping employer portfolios, attorney supervision, operations, and billing authority explicit.
12Current public profiles
2Fictional offices
2Employer client teams
4Core capability groups
Two client teams with one firm-wide standard.
Aisha Grant leads Enterprise Mobility; Marcus Lee leads Growth Companies. Senior attorneys and paralegal leads supervise delivery, while case management, intake, and billing support the firm without overriding portfolio ownership.
Chicago and Austin serve distinct program needs.
- ChicagoEnterprise Mobility and firm operationsExecutive, legal, preparation, case-management, and billing profiles.
- AustinGrowth Companies and intake coordinationPartner-led legal, preparation, and intake profiles.
Employer relationships open before individual matters.
- Establish the portfolio
Confirm related entities, authorized contacts, scope, and communication rules.
- Open assigned matters
Name the attorney, preparation team, deadlines, and evidence owners.
- Review and report
Apply risk gates, capacity controls, approved billing, and auditable closure.
Concurrency without cross-client contamination.
Separate client-team reviews, firm-wide capacity meetings, escalation thresholds, scoped consultant access, and portfolio-level reporting allow multiple workflows to move at once without blending confidential employer information.
Firm information
How employer programs stay controlled.
Who owns each employer relationship?
Aisha Grant or Marcus Lee accepts the relationship, assigns a client team, and names the responsible attorney and communication protocol.
Can operations move work between teams?
Operations may coordinate capacity and deadlines, but reassignment preserves attorney ownership, portfolio permissions, history, and required legal review.
How are outside consultants handled?
Consultants receive limited, portfolio-specific membership with separate roles for every firm. Access is never inferred from a relationship elsewhere.