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The I want be this for people with specialized knowledge the kind of thing that you know can find an



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employee easily finding someone in the US who does that.



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For example if your company has some you know special product product and they don't have it in the



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U.S. that knows about doing their product that would be an example of where you would bring someone



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on the net.



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Did you ever see people using the L-1 to come in with you.



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I can see that in your career kind of intra company mobility type things when I was at MTV Viacom you



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know was a large multinational organization.



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So there you know there was internal movement and I think for for the large companies you know you can



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you can search LinkedIn and see if someone has that internal mobility specialist right which might you



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know might be a good way to kind of see how likely this company is to move you around.



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Once you get in you know Silverlight is going to say look for immigration specialists that are on staff



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and that says a lot about that company's commitment to mobility internally.



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So but not under her handle I never handled that personally I was I was easily part of like bringing



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people in and recruiting people from the outside.



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But but I know you know retention again is a big theme nowadays.



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And then so now I wanted to move a little bit towards family.



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I mean you know is it how.



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What's that.



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What does that world look like when you're here.



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And then you want to bring your family.



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OK so that's that's always a factor for the most part.



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If you can if you're eligible for the visa your family is eligible to come with with with every visa.



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There is a family based dependent visa.



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So for example with the F-1 student visa there's an F-2 with H-1B visa.



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There's an age for it and and with all of them they allow the spouse and children to come here and there



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a lot of the children go to school.



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But the difference will be in whether or not your spouse is able to work some visas like the one you



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have for for example for the El-Soo someone else who is eligible to apply for a work authorization card



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that would then allow them to work here in the U.S. so.



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So that's one of the benefits of the deal is that both spouses are able to work in that situation.



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But there are certain visas for example H-1B or their spouse if their spouses your age or they're not



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eligible to work.



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But there is there is a recent change to that exception.



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In a situation where your employer has moved forward with the greencard process forward because there



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can be a long wait.



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As I explained before they recently changed to treat in certain situations where the age for spouse



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can apply for a word authorization.



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And where we are never the situation but in a situation where there are the H-1B employer has started



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the greencard process and has reached a certain point in the process.



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At that point they can apply for what comes next.



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So that's something that factored in when deciding which category do you need your spouse Bill.



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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



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were both the husband and the wife on H-1B visas.



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Now that's you know now with the age four were either zation option there's going to be a lot of people



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that are going to switch course and they're not using up their H1-B time because you're only allotted



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a certain amount of time.



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But that's definitely a factor in deciding whether or not which visa category is for you.



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And and also another factor in deciding that this is how easy it is to switch from a non visa to a permanent



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resident.



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So I was saying with the one a visa for your company managers and executives one of the benefits of



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that is that there is a a Eby want a first preference category greeting card category that allows you



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to do that it is almost identical to the one day requirements and allows you to quickly relatively quickly.



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Everything takes a while in immigration but relatively quickly obtain that green card for an LNA employee.



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I wanted to ask Nick one thing that we talked about off camera a little bit was the argument sort of



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that you made to the company about working you know big work being worth it for you to be present because



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in the world over outsourcing everything you're saying that there are companies who are seeing the value



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of having people in person is that correct.



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Yeah I mean I think as recruiters and this is probably going to be helpful to kind of get in the mindset



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of a recruiter or a hiring team.



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Right.



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I think for every role that's open and available in a company you know you've got a team of that are



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associated with hiring recruiters as well.



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They're always balancing cost time and quality.



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And for every person that you want to hire you're juggling those three things.



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Well is this a role that we need someone now.



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Right.



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Is it mission critical now or is it something that we can wait for two months find the right person



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make sure we get it right.



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Make sure they're going to stick around etc. and we're willing to pay whatever it is to make that happen



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or not.



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And so I think when you're talking to a recruiter you want to be very clear that you know if you have



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an OBE to make that known you remind that recruiter that actually you know I can work with no problems



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for first 12 months for 18 months.



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You know reassure them that there's not all of this paperwork that's going to slow down the process



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so that there's no necessarily like large costs involved in kind of you being there.



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You know if if you don't have that in your back pocket in terms of an t tier an H-1B.



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You know the onus is on you to really demonstrate that you're better than the 10 other people they're



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talking to and it's even better than hiring somebody on a worker oDesk or whatever.



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Right.



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That you're committed to the mission that you are passionate about the technology building that you've



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been a fan of.



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You know their brand or their organization from.



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From a kid when you were playing with their products or their toys or you know tell a story.



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I think one of the things what we're finding is you know over the last five years I feel left there's



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been a bit of a shift where the skill itself you know is needed.



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You know you need to know how to code in dot net or Java or Ruby on Rails or whatever the case may be



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but that's not that's not sufficient.



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We all.



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Most employers that are going to invest this kind of money and time in someone they want to know that



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the person is going to be committed is going to be collaborative going to talk about new ideas and have



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to work well with others.



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And so I think when you're talking to recruiters you want to you want to show your motivation.



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You want to show you're in.



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Do you think Nick is saying enthusiasm.



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Hey



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All right well Ari So I think this is a good chance to take some questions.



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OK.



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So business from Hussein in work table and he asked if there's different regulations for people in different



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countries.



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And yes there are for the most part it applies.



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These matters apply across the board.



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There are situations where it makes a difference where the person comes from for example like I said



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certain visas like the E3 in the US are only available for people from certain nationalities.



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Also what they're wondering like for example where you're from.



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You know I don't know for example do they.



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Does the government discriminate based on you know problem regions or something like that.



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OK so so the answer is officially no.



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OK.



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But if you are you know.



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So for someone who is in the U.S. and is transferring visa status to going for example from an early



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age you want to be no ok work where you're from isn't going to be relevant and that's it.



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Which by the way becomes relevant is because you say for example you have someone from England and someone



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from from India especially India when you're talking about H-1B that's coming for a a to work in I.T.



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for example.



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OK.



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You the person from the U.K. who is applying for H-1B.



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This has they've already been chosen.



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Honoring that petition is vibration immigration the U.S. says they're there.



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They're eligible.



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They're going to honor the visa with obtaining that visa in the UK for a UK national is much easier



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than a someone in India who has obtained it.



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Especially when we're talking about in India we talk about someone the I.T. industry there or somebody



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from the UK.



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Right.



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So in that situation the reason is because there are a lot of Indian companies that are sponsoring people



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for I.T. positions where they are going to be the employers then going to be outsourced to another customer



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which is it's allowed.



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But that's big business.



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That isn't us.



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It may have something in the majors.



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Yeah that's that this audience probably should be well aware of.



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I mean they're And even in the U.S. there are there are companies that have benches all of technical



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workers who you know they invest the money to sponsor these individuals and then you know pay them a



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certain salary and then can send them out at three months a pop for six months of up to whoever they



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want and charge markups.



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And if it's a big it's a big business.



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Right.



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And it's and it's highly abused especially for Indians nationals.



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So the problem is that the H-1B petition has to be the employer.



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So if you have a situation where you know where that's allowed it's a situation where you have a company



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that does I.T. and they have clients and they send their employees for certain projects for example



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but they're overseeing that employee and they're still they're still the employer.



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And that's a situation where we're this is a lot of the English Government is wondering whether or not



145

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they're basically saying more than likely the candidate from the UK is not coming to work in one of



146

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these like sort of the farm type companies.



147

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Right.



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There's there's there's less of an eye on abuse.



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And it's really a situation where it's not even an official thing.



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It's just that the officers are know that this is an issue here whereas the officers in the UK are not



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looking at looking out for as much.



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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



153

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you parts of the visa that you know you are that you are going to be working for the company and not



154

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for householders.



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So no official discrimination but the people who are reviewing these applications are definitely checking



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this stuff out.



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And that's that's Schulin and in other places as well with other situations for example it's harder



158

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to get a fiance visa in Vietnam than it is to get in Canada.



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And it's really a factor of the biases of the officers that work in the individual consulates than anything



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else.



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All right I want to ask this is a question from Ken and Joe and I think this is good for Nick.



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So she's saying what's the one of the most in-demand skills that would probably warrant a company sponsoring



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somebody for a visa.



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I think in my experience it's it's those highly technical engineering roles.



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I mean every every company in the U.S. is looking for people to build these products build these ideas



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and if you've got a solid software engineering background I think that's probably the most in-demand



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skill set that would any specifics around the likes that certain languages a certain experience.



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You know for example the kind of the java and the dot net skill sets have been around for seven to 10



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years now and so you can kind of have senior engineering status with some of those languages that have



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mastery.



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I think what's what's coming up are some of the newer languages like Python.



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You can do a lot with Ruby on Rails if you've got two or three years of rails experience.



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That's a very in-demand skill set nowadays.



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But when you look at the type of companies that are using those tools tools so it's more that the earlier



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companies that might be playing with Ruby on Rails or Ruby Ruby on Rails or python it's the more enterprise



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or larger companies that are that are investing in Java dot net like they have in the past.



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So you know what we find is some of the what we're always looking for an engineers as I'm talking to



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people is that they've got a strong skill set but they're always experimenting with new languages and



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they've got a lab in their basement and they're there they're learning the new tools as well as kind



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of have this strong skill set that they've been using.



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All right.



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I want to ask this question for Ari.



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Already we had somebody Maria in Bogota was talking about working with immigration lawyers.



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And then Dana from the evil community was also asked me about how she could go work abroad.



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She's a currently U.S. citizen.



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And so I guess I wondering if you can give the audience sort of some insights into what sort of makes



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a good immigration lawyer and what does a successful engagement with with an immigration lawyer look



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like.



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Well so first of all you know things that I would say is we have a consultation appointment with the



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attorney.



191

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So a lot of attorneys give free consultations.



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A lot of attorneys like myself we charge for consultations because otherwise.



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Oh you mean do they not come in and it is worth the fee and get an attorney go through your years situation.



194

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Tell you what your options are if you're not eligible now for a visa.



195

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They should be able to tell you what kind of things you can do to change that situation.



196

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What kind of degrees maybe you can go for a master's maybe you can.



197

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For example I have researchers all the time that I work with.



198

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And they may not be eligible right now for what they want.



199

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But I tell them you know publish and do that.



200

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That's what gives options and shows you sort of some ways to increase the options you have.



201

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Right.



202

00:16:27,600 --> 00:16:33,920

And also there will be times when when the attorney will just say listen it's not an option right now



203

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hopefully the attorney will tell you right now.



204

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Here are what needs what needs to happen for it to become an option.



205

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But you know that the Nevada attorneys will tell you yeah go ahead let's do this when really you don't



206

00:16:50,400 --> 00:16:51,460

eat for a little while.



207

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Figure it out and it's hard to tell the difference between an attorney and attorney and it's that's



208

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one of the hardest parts of our profession is that there are bad attorneys.



209

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What I would say is a good place to start is the American Immigration Lawyers Association.



210

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And I said that you should hire an attorney who's a member of the American Immigration Lawyers Association.



211

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I'm a little bit biased.



212

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I'm on the Board of Governors.



213

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I'm very active member but it's a huge resource for us immigration lawyers.



214

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I'm not that there aren't going attorneys that are members but that's not a place to start.



215

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Not just being a member doesn't mean you're a good attorney because we don't police our membership.



216

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So I'd say ask around go online and see what people are saying about you.



217

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And you know as if you know someone that's worked with them before talked to them.



218

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You know attorneys can't we can't talk about other clients.



219

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So we can't give you reference.



220

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But what I also say is don't be afraid to to meet with more than one attorney.



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I always encourage my clients if they want you to get a second opinion.



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Oftentimes because the attorney will tell them what I said was correct but sometimes they'll come up



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with something that you know is outside the box or something that came up through you that I didn't



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think so.



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So it's helpful to meet with more than one attorney.



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There's no no rule against it and you shouldn't be afraid to tell the attorney you're dealing with that



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you know attorneys.



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All right I love that.



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Well so then I think this is a good place to wrap for us if you guys want to check out.



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Anybody watching wants to check out more about Ariz practice.



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You can check it out in the links in the video and just Google Ari Soyer you can find his practice he's



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very active in immigration law keeps a blog on immigration law.



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And then Nick here from it is really changing the way that people are are approaching getting access



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to great companies.



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So if you want to get access to some really interesting companies for thinking companies that are recruiting



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and get hands on experience with interviewers at those companies and even people in in the in you know



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production positions at those companies check out phone at home.



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That's a wrap for us.



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Thanks for being here guys and really appreciate it.



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Thank you.



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Thanks Dave.



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Thanks.