> 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

> 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.