3 ms·

I practice immigration law and work with startups. I think that this is an excellent idea/model. My only concern is that the startup/employer not seek reimbur

I practice immigration law and work with startups. I think that this is an excellent idea/model. My only concern is that the startup/employer not seek reimbursement from the employee for any of the costs associated with the H-1B process (filing fees and legal fees), including the fee (equal to 25% of the employee’s first year salary) paid to TripleByte by the startup/employer. This is prohibited. The main point of the thread, however, from my standpoint is that startups should not shy away from hiring employees who are in H-1B status simply because they are startups. While USCIS might question the operations and finances of the startup, almost always these concerns/questions can be overcome.

gopalv 11y ago
> my standpoint is that startups should not shy away from hiring employees who are in H-1B status simply because they are startups. This does solve the hiring manager's problem, but will raise red flags with the outsourced employee's personal risk profile. There is another rush for a lawyer if the startup you were hired into gets restructured (acquired/merged). Honestly TripleByte can offer a small "outplacement" insurance package to the employee being hired (as a revenue stream) - which works out nearly the same as having a "talent agent" retainer in the business, except one who knows how to navigate the legal wrangles when you need a new gig.