Akanksha Jain

H-1B visa restrictions are more than just policy shifts. They can change the course of thousands of lives in an instant. For a software engineer in Bengaluru, it could mean losing an on-site role overnight. For global teams, it could mean missed deadlines and stalled projects. For families, it often means stress and uncertainty. That is the weight behind the latest H-1B visa discussions. The Ministry of External Affairs has already asked missions to support citizens returning to the US within 24 hours. This is a reminder that these are not abstract policies but urgent realities. What the numbers tell us: •⁠ ⁠Indians hold around 70% of all approved H-1B visas. •⁠ ⁠Recent data shows more than 77,000 Indians received H-1B visas for new jobs. •⁠ ⁠India has the world’s largest diaspora, with 35M+ living abroad. •⁠ ⁠Nearly half of Indians on H-1B or L-1 visas say they would consider returning if uncertainty continues. If many skilled migrants come back, they face new challenges: adjusting to lower salaries, finding roles that match their skills, and navigating the realities of reverse migration. Talent mobility has powered India and US ties for decades. But leaning too heavily on one system makes us vulnerable. This is the time to rebalance by strengthening opportunities at home while keeping pathways abroad open. What do you think, should India focus more on building strong local opportunities or fight harder to keep global pathways open?

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$100,000 fees for H1B visa: A big change is expected in U.S. H1B visa policy that could reshape how companies hire international tech talent. Usual fee is around 2-4K, this would be a 25X increase. https://lnkd.in/g29reDct

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Sales growth can’t wait for visa clarity. The H-1B noise is real. Costs are going up. Timelines are stretching. Uncertainty is high. But I don’t see this only as an immigration issue. I see it as a sales growth challenge for Indian IT companies. Here’s my honest take. Don’t pause your US sales plans. Waiting will cost more than acting. Build local sales capability. US-based talent reduces dependency and speeds up access. Adopt flexible hiring models. Contract-to-hire and fractional leadership keep you agile. At Leon & Walker, we’re helping tech firms rethink sales hiring with this mindset. I believe the leaders who act now, not wait, will own the next growth cycle. Leon & Walker Talent Partners Anuradha Prasad Prajwal Kashyap #SalesRecruitment #LeadershipHiring #FractionalSearch #TalentStrategy

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As we all know this, The U.S. is tightening the H-1B door, and it’s hitting a lot of talented people who were planning their lives around that visa. If you’re from India (or know someone who is), this feels personal: plans paused, interviews delayed, and the “American dream” looking suddenly harder to reach. A few quick things I see clearly: 1. The policy changes aren’t just about jobs, they’re about control. Washington wants secure tech supply chains and fewer surprises. 2. That’s creating real pain for people on the ground: visa rejections, extra fees, and suddenly higher job risk. 3. There’s also a trust problem. A few bad actors and messy stories have made parts of the world suspicious, and that hurts honest folks who just want to build great things. But this isn’t only a story of loss. It’s a call to action for India too: 1. We must push for cleaner, more transparent hiring and education practices. 2. Build stronger companies at home so talent has real choices. 3. Celebrate real successes, not just headlines, and show the world India can lead responsibly. If you’re thinking, Should I still try for the U.S.? or Do I stay and build in India? there’s no one-size answer. Both paths are valid. What matters is the trade you’re willing to make: risk and opportunity, short-term pain and long-term gain. Check this out if you are serious about the interview preparation -> https://lnkd.in/gnka-4K8 Follow Sahil kapoor for more!

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I recently helped a Senior Engineer land a critical role, when the odds were stacked against him. He is on a work visa in the US. He comes from a country where the current geopolitical situation is little tricky. And the job market is brutal. He was under pressure. He needed a win. When we started, his experience was solid, but his delivery was hurting him. His stories started with technology and ended with technology. This works for a junior engineer. It is a red flag for a Senior or Staff role. The impact was missing. We had to tear down his preparation and rebuild it. We dug into his projects to find the real substance: - How he handled disagreements with stakeholders. - How he managed difficult customers. - The trade-offs he made between quality and speed. - How he justified complexity to his managers. and many more... We drilled his System Design (HLD) not just on "what" he built, but on the "why." - Why that specific data store? - How did he handle single points of failure? - What were the architectural trade-offs? The result? He cracked a Senior Engineer role at a healthcare startup. It isn't a FAANG company. But it is a place where he creates real impact and feels valued. Most people would stop there. They would relax. He didn't. Two weeks into the new job, he sent me the message in the screenshot below. "My goal is not to be promoted. It is to act and think like a tech lead in my current role." - He isn't asking for a promotion checklist. - He isn't asking for a roadmap. - He isn't waiting for permission. He wants to build the necessary skills to think like a Tech Lead in his current role. He understands that the title is just a side effect of the competence. This is how you own your career. While others wait for a sign that they are ready, engineers like him take action. - They move fast. - They fix their gaps. - And they focus on the next important thing. If you are preparing for mid-senior/staff SDE, EM System Design, Behavioural interviews, and need help, DM me COACH.

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Switching jobs on H-1B? Do you need a new visa stamp? Let’s say you're working at Company A with an approved H-1B… Then you get a new offer from Company B. Now the big question — do you need to get your visa stamped again? 🎥 Watch this reel for the answer — it’s something every H-1B holder should know. 📺 Full podcast here: https://lnkd.in/gzNYqZn3 📬 I also send out a weekly newsletter on job hunting, immigration, and career tips — join here: https://lnkd.in/dKkBVpxd 💬 Share with a friend who’s on H-1B or planning a job switch — this is important!

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H1B Visa Restrictions – A Policy That Could Backfire on the U.S. The recent decision to raise the cost of sponsoring H1B applicants from $1,000 to $100,000 is being positioned as a measure to protect American jobs. But when we evaluate the broader impact, it’s clear that this move may hurt the U.S. economy more than it helps. Talent Shortages in the U.S. The U.S. currently faces a well-documented shortage of skilled professionals, especially in technology, engineering, and healthcare. According to the U.S. Chamber of Commerce, there are over 9 million job openings with not enough qualified domestic workers to fill them. H1B visa holders have historically bridged this gap, driving innovation in companies from Silicon Valley to Wall Street. Shift Toward Outsourcing When the cost of bringing talent onsite becomes prohibitively high, U.S. companies will not stop hiring — they will simply outsource more work offshore. India, already a global hub for IT and knowledge services, stands to gain the most. Instead of H1B workers contributing taxes, spending, and innovation within the U.S., the work will increasingly flow to Indian delivery centers. Impact on Innovation and Competitiveness H1B professionals have played a critical role in the growth of U.S. tech giants. More than 50% of U.S. unicorn startups have immigrant founders, many of whom started their journey on H1B visas. Restricting access to global talent risks slowing down research and development, raising project costs, and eroding America’s competitive edge against countries that are actively attracting international talent. A Win for India While the U.S. may experience bottlenecks, India will see an increased inflow of high-value projects. The outsourcing industry, already valued at over $150 billion annually, could expand further as U.S. firms shift critical functions overseas. The Bottom Line Rather than strengthening the U.S. workforce, such policies may inadvertently accelerate the very trend they aim to prevent — the offshoring of jobs and expertise. A more balanced approach would be to upskill the domestic workforce while maintaining a healthy pipeline of international talent through H1B and similar programs. #H1B #USPolicy #GlobalTalent #FutureOfWork #Outsourcing #IndiaUS

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Indian IT cuts H-1B visa use by 56% in 8 years; US Big Tech emerges top sponsor Approved H-1B petitions for initial employment from the top seven Indian IT firms fell 56 percent to 6,700 in FY2023 from about 15,100 in FY2015, according to data from the National Foundation for American Policy (NFAP). One large Indian IT services company, once the top H-1B sponsor among its peers, recorded a 75 percent drop in approvals over this period. On the other hand, the top five American firms together secured nearly 28,000 H-1B visa approvals in FY2024. And in FY2025, a leading e-commerce company again topped the list with about 10,000 approvals. timely piece by Debangana Ghosh and Reshab Shaw https://lnkd.in/gDQJvHUE

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H-1B and L-1 visa holders: you CAN invest beyond stocks—legally. Here’s what works (and what’ll get you in trouble). Most visa holders think they’re locked into RSUs and 401(k)s. Not true. Last week on our podcast, we hosted immigration attorney Joel Janovic (Murthy Law Firm) and broke it down: What’s allowed (if you’re passive): °Oil & gas syndications °Real estate syndications °Private lending °Even “GP” for tax treatment—as long as you’re truly hands-off Gray areas (do it right or don’t do it): °Rental properties—use a property manager °Side projects → startups—talk to a lawyer before monetizing Hard no’s: °Day-to-day management °Gig work (Uber, etc.) °Running operations yourself The core rule: Immigration law cares about what you DO. Document well, behave accordingly. Biggest mistake Joel sees: doing the thing first, asking your lawyer after. Make the 5-minute call before you act. It’s cheaper than a 5-year problem. If you’re at a big tech company and want passive income, tax benefits, and diversification outside the market—this opens real doors. Full webinar replay in the comments. ————————————————————————————— This is not legal or financial advice. Consult with your own immigration attorney and financial advisor before making investment decisions. This is not an offer. Offers made only via Regulation D documents. 506(c) for accredited investors only. Past performance doesn't indicate future results. Investing involves risk of loss. Consult advisors before investing. More info: https://lnkd.in/gGCfQZqM #passiveincome #oilandgas #visa

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H1B Landscape is Changing The H1B world is shifting, and I see a few trends that could shape demand: 🔹 Premium H-1B Talent – only highly specialized roles will justify sponsorship costs. 🔹 Domestic Talent – citizens, green card holders, and OPT/CPT candidates may get first priority. 🔹 Hybrid Teams – blending domestic and offshore talent will be the new norm. 🔹 Offshore/Nearshore Expansion – some projects will move to cost-effective geographies. From my view, contracting isn’t disappearing. It’s evolving. Fewer H1B-heavy roles, more domestic opportunities, and selective premium placements for specialists. 💡 How is your team preparing for these changes? #H1B #TalentStrategy #Staffing #HybridWork #ITStaffing #FutureOfWork #Cloudbridge

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💼 H1-B Visa Update & The Road Ahead for Tech Professionals The recent hike in H1-B visa application fees to $100K is a huge setback for the global tech community. For decades, the US has been the dream destination for engineers and innovators, but this barrier forces us to rethink. If you earn $150K/Year (INR 1.3Cr) in the US, then your net in-hand will be $110K. H1-B is valid for 3 years, so in 3 years, you make $330K. On average, living expenses in the US are $65K/Year. So at the end of 3 Years, you will save $135K. Then, to renew your H1-B, you will have to pay $100K. So overall, you will have little to no savings. I don’t necessarily support brain drain, but we are in the most populated country in the world. If a few highly talented individuals move abroad, there will always be equally skilled people to step in. The bigger question is: Where should tech talent look now? Here are some promising destinations outside the US: 🇸🇬 Singapore → World-class tech ecosystem, excellent salaries, low taxes, high quality of life. 🇯🇵 Japan → Cutting-edge tech, good salaries, a unique mix of fast-paced and peaceful living. 🇩🇪 Germany / 🇬🇧 UK / Europe → Strong tech markets, stable salaries, great work-life balance. 🇦🇪 UAE → Booming tech scene, tax-free salaries, luxury lifestyle (though hot weather!). 🇦🇺 Australia → Vibrant tech industry, great pay, excellent lifestyle. 🇨🇳 China → Rapidly growing economy, top tech firms, evolving lifestyle opportunities. 👉 For ambitious engineers, these are viable alternatives where you can thrive both financially and personally with fewer hurdles than the new US visa regime. What do you think if not the US, where would you consider moving for tech opportunities?

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🚨 🚨 Big Change Coming for H-1B Visa Applicants The White House has just cleared a wage-based selection system to replace the current H-1B visa lottery. 🔍 What this means: Priority will go to higher wage offers, using the U.S. Department of Labor’s 4 prevailing wage levels. Level 4 (highest salaries) will be selected first, then Level 3, and so on. This could give large companies with deep pockets an advantage, while startups, nonprofits, and entry-level roles may face a tougher time. 📅 Next steps: Rule to be published in the Federal Register. 30–60 day public comment period before finalization. 💡 Why it matters: For many skilled professionals—especially recent graduates and those in lower-paying sectors—this shift could make the path to a U.S. work visa much harder. On the other hand, it aims to align visa allocation with labor market demand for highly paid, specialized roles. 🌏 Impact: Likely to affect career planning for international students. Could drive more talent toward higher-paying roles, U.S. grad schools, or alternative destinations like Canada & Europe. 📢 What do you think—Is this a step toward merit-based immigration, or a barrier for emerging talent? #H1B #Immigration #TechTalent #STEM #GlobalMobility #PolicyUpdate #USImmigration #IndianProfessionals #HigherEducation #WorkVisa #CareerStrategy #LinkedInNews #H1BVisa #ImmigrationPolicy #USImmigration #WorkVisa #VisaUpdates #PolicyChange #CareerOpportunities #TalentMobility #TechTalent #InternationalStudents #GlobalWorkforce #SkilledMigration #FutureOfWork #STEMCareers #JobsInUSA #CareerGrowth

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🚨 Major Update on H-1B Visas (2025): What You Must Know 🚨 👉 The U.S. has announced sweeping changes to the H-1B program that could reshape how international tech talent enters the market. Here’s a breakdown and what it means for you: 🔍 Key Changes & New Rules ▪️ $100,000 One-Time Fee for New Petitions Starting 12:01 a.m. Eastern Time on September 21, 2025, any new H-1B petition filed must be accompanied by a $100,000 fee. This is a big leap from prior costs. ▪️ This fee does not apply to petitions filed before this deadline.  Renewals and extensions for current H-1B holders are exempt from this new fee.  Validity & Extensions Remain Similar ▪️ The base validity is up to 3 years, with extensions possible up to a total of 6 years.  But for people who own or control the sponsoring company (more than 50% ownership), the initial/first extension may be restricted to 18 months each.  Prioritizing Higher-Wage Petitions ▪️ The lottery mechanism will now be tilted: higher paid / higher skill jobs will get priority in selection.  The rationale: discourage low-wage H-1B hires and shift focus to high-value, well-paid foreign hires.  Entry Restrictions & Scope ▪️ The changes (fee + entry restriction) target individuals outside the U.S. seeking H-1B status, not necessarily current holders.  There’s a 12-month “restriction on entry” period tied to the proclamation.  USCIS, CBP, and the DOS have issued guidance clarifying that existing H-1B holders, petitions filed earlier, and renewals are unaffected (for now). ⚠️ What This Means for Candidates & Recruiters 🔸 For new applicants: Be ready for much higher costs. Many companies might reconsider hiring new international talent under H-1B. 🔸 For current H-1B holders: The changes do not immediately penalize you — renewal and travel should remain safe under current guidance. But avoid unnecessary travel until things are clearer. 🔸 For recruiters / employers: You’ll need to re-evaluate your hiring strategies and budget. The extra $100K will be a major factor in deciding whether to sponsor H-1Bs. 🔸 Be careful with travel outside the U.S.: Some confusion remains about whether those with new petitions filed after Sept 21 will face issues returning. 👀 Bottom line: The H-1B landscape is going through one of its biggest changes in decades. Whether you’re a student, job seeker, or recruiter, staying updated is not optional. Reach me out to understand in detail 💥 #H1b #H1 #OPT #CPT #newgrads #NewH1Blaws #immigrationlaws #h4ead #freshers

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