31–40 of 227 posts
Earlier quoted context omitted.
You can help end this by supporting legislation. https://www.congress.gov/bill/114th-congress/house-bill/213
That legislation has absolutely nothing to do with employers helping their employees gain a green card. It just redistributes the H1Bs differently. Did you reply to the right post?
This benefits helpful employers. Seems right.
Does Triplebyte do TN visas? They're almost trivially simple to do, so the candidate could take care of it themselves without any help from the sponsoring company.
I was on H1B with a true blue American startup. They developed cold feet when it came closer to sponsoring Green Cards. To start with GC wage levels are much higher than H1B levels. Also close to 15K+ needs to be spent for processing+ years of patient follow up to USCIS queries/denials and surprise site inspections. The new fangled startups won't have the long term strategy/planning to get me a green card. I had much…
Similarly, once you start the Green Card process with an employer, you aren't likely to go through with an H1-B transfer. It's a broken system...
I sort of like this except startups typically pay below market salaries which is sort of against the spirit of the H1-B visa right? And if the startups aren't paying below market salaries then why do they need H1-Bs? Suppose I am an SF based startup and I get a candidate from triplebyte that is on H1-B and is paid 66k by a body shop as a Level 1 Computer Programmer [0] but she is obviously talented and got taken adva…
Does Triplebyte do TN visas? They're almost trivially simple to do, so the candidate could take care of it themselves without any help from the sponsoring company.
Disclaimer: IANAL but I recently looked into a lot of this.
Earlier quoted context omitted.
You can help end this by supporting legislation. https://www.congress.gov/bill/114th-congress/house-bill/213
That legislation has absolutely nothing to do with employers helping their employees gain a green card. It just redistributes the H1Bs differently. Did you reply to the right post?
1) They've entered into some agreements where they agree to pay the company some big penalty if they leave. This is clearly illegal but still happens. So, the employee knows he/she can do a job transfer but the penalty holds them back. Some of them might be advised to seek a lawyer but they worry about the expense involved. Bottom line is they are scared to move because of this.
2) The person has started the Green Card Process and does not wish to 'go back to the end of the line' which happens if they switch jobs unless they have gotten to the final stage of the Green Card Process and have waited for 180 days with no decision taken on their application.
Earlier quoted context omitted.
They wouldn't be transferred to us or spend any time unemployed. Once someone goes through our process, we become their advocate and find them startups they'd be a good match for. They don't have to leave their employer until they've found one willing to hire them, at which point they can begin the transfer process.
If you are acting as any recruiter, how exactly are you gaming the h1b system?
I sort of like this except startups typically pay below market salaries which is sort of against the spirit of the H1-B visa right? And if the startups aren't paying below market salaries then why do they need H1-Bs? Suppose I am an SF based startup and I get a candidate from triplebyte that is on H1-B and is paid 66k by a body shop as a Level 1 Computer Programmer [0] but she is obviously talented and got taken adva…
This assumes that the H1B's filed by the outsourcing companies are engineers your startup would want to hire. Unfortunately thats not true, most good quality engineers are almost never employed by these outsourcing firms. The general nature of their work also is mostly maintenance based , and it tends to attract bottom of the barrel 'engineers' who often couldn't find any other job. I am skeptical whether any of thes…
This is why we think there's an opportunity for us (Triplebyte). Smaller companies have to focus their recruiting on pools with a high expected ROI (top technology companies/schools/etc). We're specializing in identifying talent without using any of the the usual signals (we do our technical interviews without looking at resumes). We can focus on pools of talent that other companies might not consider because they ex…