The I want be this for people with specialized knowledge the kind of thing that you know can find an
employee easily finding someone in the US who does that.
For example if your company has some you know special product product and they don't have it in the
U.S. that knows about doing their product that would be an example of where you would bring someone
on the net.
Did you ever see people using the L-1 to come in with you.
I can see that in your career kind of intra company mobility type things when I was at MTV Viacom you
know was a large multinational organization.
So there you know there was internal movement and I think for for the large companies you know you can
you can search LinkedIn and see if someone has that internal mobility specialist right which might you
know might be a good way to kind of see how likely this company is to move you around.
Once you get in you know Silverlight is going to say look for immigration specialists that are on staff
and that says a lot about that company's commitment to mobility internally.
So but not under her handle I never handled that personally I was I was easily part of like bringing
people in and recruiting people from the outside.
But but I know you know retention again is a big theme nowadays.
And then so now I wanted to move a little bit towards family.
I mean you know is it how.
What's that.
What does that world look like when you're here.
And then you want to bring your family.
OK so that's that's always a factor for the most part.
If you can if you're eligible for the visa your family is eligible to come with with with every visa.
There is a family based dependent visa.
So for example with the F-1 student visa there's an F-2 with H-1B visa.
There's an age for it and and with all of them they allow the spouse and children to come here and there
a lot of the children go to school.
But the difference will be in whether or not your spouse is able to work some visas like the one you
have for for example for the El-Soo someone else who is eligible to apply for a work authorization card
that would then allow them to work here in the U.S. so.
So that's one of the benefits of the deal is that both spouses are able to work in that situation.
But there are certain visas for example H-1B or their spouse if their spouses your age or they're not
eligible to work.
But there is there is a recent change to that exception.
In a situation where your employer has moved forward with the greencard process forward because there
can be a long wait.
As I explained before they recently changed to treat in certain situations where the age for spouse
can apply for a word authorization.
And where we are never the situation but in a situation where there are the H-1B employer has started
the greencard process and has reached a certain point in the process.
At that point they can apply for what comes next.
So that's something that factored in when deciding which category do you need your spouse Bill.
The word is a spouse going to be able to work in the U.S. And there's you know I have a lot of clients
were both the husband and the wife on H-1B visas.
Now that's you know now with the age four were either zation option there's going to be a lot of people
that are going to switch course and they're not using up their H1-B time because you're only allotted
a certain amount of time.
But that's definitely a factor in deciding whether or not which visa category is for you.
And and also another factor in deciding that this is how easy it is to switch from a non visa to a permanent
resident.
So I was saying with the one a visa for your company managers and executives one of the benefits of
that is that there is a a Eby want a first preference category greeting card category that allows you
to do that it is almost identical to the one day requirements and allows you to quickly relatively quickly.
Everything takes a while in immigration but relatively quickly obtain that green card for an LNA employee.
I wanted to ask Nick one thing that we talked about off camera a little bit was the argument sort of
that you made to the company about working you know big work being worth it for you to be present because
in the world over outsourcing everything you're saying that there are companies who are seeing the value
of having people in person is that correct.
Yeah I mean I think as recruiters and this is probably going to be helpful to kind of get in the mindset
of a recruiter or a hiring team.
Right.
I think for every role that's open and available in a company you know you've got a team of that are
associated with hiring recruiters as well.
They're always balancing cost time and quality.
And for every person that you want to hire you're juggling those three things.
Well is this a role that we need someone now.
Right.
Is it mission critical now or is it something that we can wait for two months find the right person
make sure we get it right.
Make sure they're going to stick around etc. and we're willing to pay whatever it is to make that happen
or not.
And so I think when you're talking to a recruiter you want to be very clear that you know if you have
an OBE to make that known you remind that recruiter that actually you know I can work with no problems
for first 12 months for 18 months.
You know reassure them that there's not all of this paperwork that's going to slow down the process
so that there's no necessarily like large costs involved in kind of you being there.
You know if if you don't have that in your back pocket in terms of an t tier an H-1B.
You know the onus is on you to really demonstrate that you're better than the 10 other people they're
talking to and it's even better than hiring somebody on a worker oDesk or whatever.
Right.
That you're committed to the mission that you are passionate about the technology building that you've
been a fan of.
You know their brand or their organization from.
From a kid when you were playing with their products or their toys or you know tell a story.
I think one of the things what we're finding is you know over the last five years I feel left there's
been a bit of a shift where the skill itself you know is needed.
You know you need to know how to code in dot net or Java or Ruby on Rails or whatever the case may be
but that's not that's not sufficient.
We all.
Most employers that are going to invest this kind of money and time in someone they want to know that
the person is going to be committed is going to be collaborative going to talk about new ideas and have
to work well with others.
And so I think when you're talking to recruiters you want to you want to show your motivation.
You want to show you're in.
Do you think Nick is saying enthusiasm.
Hey
All right well Ari So I think this is a good chance to take some questions.
OK.
So business from Hussein in work table and he asked if there's different regulations for people in different
countries.
And yes there are for the most part it applies.
These matters apply across the board.
There are situations where it makes a difference where the person comes from for example like I said
certain visas like the E3 in the US are only available for people from certain nationalities.
Also what they're wondering like for example where you're from.
You know I don't know for example do they.
Does the government discriminate based on you know problem regions or something like that.
OK so so the answer is officially no.
OK.
But if you are you know.
So for someone who is in the U.S. and is transferring visa status to going for example from an early
age you want to be no ok work where you're from isn't going to be relevant and that's it.
Which by the way becomes relevant is because you say for example you have someone from England and someone
from from India especially India when you're talking about H-1B that's coming for a a to work in I.T.
for example.
OK.
You the person from the U.K. who is applying for H-1B.
This has they've already been chosen.
Honoring that petition is vibration immigration the U.S. says they're there.
They're eligible.
They're going to honor the visa with obtaining that visa in the UK for a UK national is much easier
than a someone in India who has obtained it.
Especially when we're talking about in India we talk about someone the I.T. industry there or somebody
from the UK.
Right.
So in that situation the reason is because there are a lot of Indian companies that are sponsoring people
for I.T. positions where they are going to be the employers then going to be outsourced to another customer
which is it's allowed.
But that's big business.
That isn't us.
It may have something in the majors.
Yeah that's that this audience probably should be well aware of.
I mean they're And even in the U.S. there are there are companies that have benches all of technical
workers who you know they invest the money to sponsor these individuals and then you know pay them a
certain salary and then can send them out at three months a pop for six months of up to whoever they
want and charge markups.
And if it's a big it's a big business.
Right.
And it's and it's highly abused especially for Indians nationals.
So the problem is that the H-1B petition has to be the employer.
So if you have a situation where you know where that's allowed it's a situation where you have a company
that does I.T. and they have clients and they send their employees for certain projects for example
but they're overseeing that employee and they're still they're still the employer.
And that's a situation where we're this is a lot of the English Government is wondering whether or not
they're basically saying more than likely the candidate from the UK is not coming to work in one of
these like sort of the farm type companies.
Right.
There's there's there's less of an eye on abuse.
And it's really a situation where it's not even an official thing.
It's just that the officers are know that this is an issue here whereas the officers in the UK are not
looking at looking out for as much.
So in India if you're a UTI if you apply for H-1B for the position you are really going to have to show
you parts of the visa that you know you are that you are going to be working for the company and not
for householders.
So no official discrimination but the people who are reviewing these applications are definitely checking
this stuff out.
And that's that's Schulin and in other places as well with other situations for example it's harder
to get a fiance visa in Vietnam than it is to get in Canada.
And it's really a factor of the biases of the officers that work in the individual consulates than anything
else.
All right I want to ask this is a question from Ken and Joe and I think this is good for Nick.
So she's saying what's the one of the most in-demand skills that would probably warrant a company sponsoring
somebody for a visa.
I think in my experience it's it's those highly technical engineering roles.
I mean every every company in the U.S. is looking for people to build these products build these ideas
and if you've got a solid software engineering background I think that's probably the most in-demand
skill set that would any specifics around the likes that certain languages a certain experience.
You know for example the kind of the java and the dot net skill sets have been around for seven to 10
years now and so you can kind of have senior engineering status with some of those languages that have
mastery.
I think what's what's coming up are some of the newer languages like Python.
You can do a lot with Ruby on Rails if you've got two or three years of rails experience.
That's a very in-demand skill set nowadays.
But when you look at the type of companies that are using those tools tools so it's more that the earlier
companies that might be playing with Ruby on Rails or Ruby Ruby on Rails or python it's the more enterprise
or larger companies that are that are investing in Java dot net like they have in the past.
So you know what we find is some of the what we're always looking for an engineers as I'm talking to
people is that they've got a strong skill set but they're always experimenting with new languages and
they've got a lab in their basement and they're there they're learning the new tools as well as kind
of have this strong skill set that they've been using.
All right.
I want to ask this question for Ari.
Already we had somebody Maria in Bogota was talking about working with immigration lawyers.
And then Dana from the evil community was also asked me about how she could go work abroad.
She's a currently U.S. citizen.
And so I guess I wondering if you can give the audience sort of some insights into what sort of makes
a good immigration lawyer and what does a successful engagement with with an immigration lawyer look
like.
Well so first of all you know things that I would say is we have a consultation appointment with the
attorney.
So a lot of attorneys give free consultations.
A lot of attorneys like myself we charge for consultations because otherwise.
Oh you mean do they not come in and it is worth the fee and get an attorney go through your years situation.
Tell you what your options are if you're not eligible now for a visa.
They should be able to tell you what kind of things you can do to change that situation.
What kind of degrees maybe you can go for a master's maybe you can.
For example I have researchers all the time that I work with.
And they may not be eligible right now for what they want.
But I tell them you know publish and do that.
That's what gives options and shows you sort of some ways to increase the options you have.
Right.
And also there will be times when when the attorney will just say listen it's not an option right now
hopefully the attorney will tell you right now.
Here are what needs what needs to happen for it to become an option.
But you know that the Nevada attorneys will tell you yeah go ahead let's do this when really you don't
eat for a little while.
Figure it out and it's hard to tell the difference between an attorney and attorney and it's that's
one of the hardest parts of our profession is that there are bad attorneys.
What I would say is a good place to start is the American Immigration Lawyers Association.
And I said that you should hire an attorney who's a member of the American Immigration Lawyers Association.
I'm a little bit biased.
I'm on the Board of Governors.
I'm very active member but it's a huge resource for us immigration lawyers.
I'm not that there aren't going attorneys that are members but that's not a place to start.
Not just being a member doesn't mean you're a good attorney because we don't police our membership.
So I'd say ask around go online and see what people are saying about you.
And you know as if you know someone that's worked with them before talked to them.
You know attorneys can't we can't talk about other clients.
So we can't give you reference.
But what I also say is don't be afraid to to meet with more than one attorney.
I always encourage my clients if they want you to get a second opinion.
Oftentimes because the attorney will tell them what I said was correct but sometimes they'll come up
with something that you know is outside the box or something that came up through you that I didn't
think so.
So it's helpful to meet with more than one attorney.
There's no no rule against it and you shouldn't be afraid to tell the attorney you're dealing with that
you know attorneys.
All right I love that.
Well so then I think this is a good place to wrap for us if you guys want to check out.
Anybody watching wants to check out more about Ariz practice.
You can check it out in the links in the video and just Google Ari Soyer you can find his practice he's
very active in immigration law keeps a blog on immigration law.
And then Nick here from it is really changing the way that people are are approaching getting access
to great companies.
So if you want to get access to some really interesting companies for thinking companies that are recruiting
and get hands on experience with interviewers at those companies and even people in in the in you know
production positions at those companies check out phone at home.
That's a wrap for us.
Thanks for being here guys and really appreciate it.
Thank you.
Thanks Dave.
Thanks.