Optizm Global

The practice of building a U.S.-based team with H-1B talent is becoming more commonplace every day, although it poses serious legal, payroll, and compliance risks. Various benefits are achieved when firms depend on international EOR services as they seek to employ their H-1B workers; however, there are also major pitfalls to be taken into account. The following are some of the best mistakes companies commit and how engaging a good EOR partner can alleviate them. 1. Misunderstanding Employment and Immigration Compliance A major threat associated with the employment of H-1B employees is the risk of non-adherence to the immigration regulations and wage requirements. Employers are required to satisfy the certified prevailing wage listed in the Labor Condition Application (LCA) filed to the U.S. authorities. In case a company underpays or fails to observe the proper rules in immigration documentation, the company may be penalized or may be denied visas. In the case of a global EOR, however...

Everyone from startups creating lean global teams to enterprises looking to fill specialized technology jobs is looking beyond borders to onboard the best minds in cloud computing, data engineering, cybersecurity, and AI.     But the real costs of cross-border IT talent acquisition often go far beyond the salary. An u nderstanding of these costs is important to make long-term hiring decisions.     What are the real costs of hiring international IT talent?     1. Base Salaries and Regional Pay Differences     The first and most obvious cost in international IT hiring is base salary. Compensation varies greatly depending on the country, skill set, and local market demand.     For example, A Senior Software Engineer in the U.S. will cost $130,000-$160,000/year, while the same role in India or Eastern Europe may be in the range between $30,000-$60,000/year based on recent global salary data from payscale.     That same Data...