Aizada Marat

80% of Big Tech's H-1B hires are AI-related. New restrictions are making that harder. So employers are getting creative. 💡 New NFAP data shows that over 80% of H-1B approvals for Amazon, Meta, Google, Microsoft, and Apple in FY 2025 were for AI-related occupations. Meanwhile, the barriers keep rising: → $100,000 fee for new H-1B petitions → Wage-weighted lottery cutting Level I selection odds to ~15% (down from ~30%) → H-1B registrations down 27% year-over-year → Potential OPT restrictions for international students But employers aren't giving up. They're adapting! ✅ O-1 visas - No cap, no lottery. AI's specialized nature makes "extraordinary ability" arguments more achievable. ✅ L-1 transfers - Hire in Toronto/London first, transfer after 1 year. Bypasses lottery entirely. ✅ EB-2 NIW - direct path to Green Card and doesn't require employer sponsorship. ✅ E-3 for Australians - 10,500 dedicated allocation with better odds. The economic reality: Foreign STEM workers drove 30-50% of U.S. productivity growth from 1990-2010. 70% of AI graduate students are international. Wharton research warns: "Policies aimed at reducing immigration have the unintended consequence of encouraging firms to offshore jobs abroad." The irony? Restrictions meant to limit foreign hiring are creating sophisticated global mobility strategies that distribute talent internationally. 🌎 America gets the $380B in AI investment. The question is whether the jobs stay here too. #GlobalMobility #H1B #Immigration #TalentStrategy Sources: Forbes (Stuart Anderson, Feb 8 2026), NFAP data, USCIS statistics. https://lnkd.in/eJNR67qf

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For Founders-To-Be wishing to apply for an O-1 visa. You don’t have to be eligible for an O-1 visa yet. But every founder can start building their O-1 portfolio today. Document your impact, celebrate your wins, and keep a record of every milestone. What matters most? Having the O-1 in your sights from the start, and focusing on company success first. When you work for your startup’s growth, the credentials for the visa will often follow naturally. Think long-term. Each press mention, customer story, award, or investor validation is a step forward. Your future self (and your future application) will thank you.

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Over the past few weeks, our team at Cicerai interviewed office managers and practitioners at U.S. immigration-law firms to understand—in their own words—where day-to-day pressure really comes from and where technology could help. What we learned is striking: • Up to a quarter of a lawyer’s week can be lost to chasing the “right” citation across scattered sources. • Policy changes from USCIS, EOIR, DOS and others arrive so quickly that even diligent teams struggle to keep pace. • Routine client updates, checklist reviews, and document QA still absorb hours that could be spent on higher-level advocacy. In our new article, “Navigating the Shifting Tides: AI in Immigration Law’s Potential for the Modern US Practice,” we share these findings and outline practical ways purpose-built AI can: 1️⃣ Cut research time by delivering cited answers from the full corpus of immigration materials 2️⃣ Monitor rule changes in real time and surface only what matters to each case team 3️⃣ Turn firm know-how into a living, searchable knowledge base 4️⃣ Automate client status updates and intelligently flag gaps in filings before they reach an adjudicator On a personal note, I recently completed my own journey to U.S. citizenship. That experience makes the stakes of immigration practice—and the need for tools that truly support attorneys and their clients—deeply meaningful to me. If you work in (or alongside) immigration law, I’d value your perspective on where these ideas resonate—or where they miss. Read the 5-minute piece here ➜ https://lnkd.in/gV-G4fMj and let’s keep the conversation grounded in real practice needs rather than hype.

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Do clients always tell the truth about their #immigration application details? Not always — and often, it’s not intentional. Many simply don’t realize how a small missing detail can lead to big consequences, like misrepresentation or refusal. Recently, a client came to us worried that his age would keep him from being selected under #ExpressEntry. He didn’t know that Francophone-targeted draws often have lower cut-offs. After assessing his profile, we confirmed he was eligible — and with a little help from his spouse’s Canadian work experience, his score looked strong. He provided all supporting documents, including a reference letter showing his spouse had two full years of full-time work experience in canada — enough to claim 7 points to submit his express entry profile. After receiving an ITA and before submitting his PR application, I asked him to update the letter to have an updated date. When the employer reissued it, they clarified that part of that period (4 months) was actually part-time. That small correction reduced their score by 2 points — but thankfully, the client’s CRS was still 17 points above the draw threshold. We drafted a full explanation and successfully submitted the permanent residence application. This experience was another reminder that: - Clients may unintentionally skip or misstate details. - Practitioners must verify every line of documentation — job letters, dates, hours, duties. - Ask questions twice (or three times) and educate clients on the consequences of inaccuracies. We’re not just form-fillers — we’re guardians of accuracy. Because in immigration law, precision isn’t a formality — it’s protection. When I have a consultation with my clients, I go over every detail and make sure they understand the possible consequences — but many still think it’s easier than it really is. Now I’m curious — what approach do you use with your clients to ensure accuracy and transparency in their applications? #immigrationlaw #expressentry #francophonedraws #practicetips #canadianimmigration #professionalintegrity #consultationpractice

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Major Shift in U.S. Immigration Compliance: Project Firewall Has Landed! The U.S. Department of Labor has just announced Project Firewall, an enforcement initiative targeting abuse and non-compliance in the H-1B visa program. For the first time in history, the Secretary of Labor will personally certify investigations into employers suspected of H-1B violations. What this means for employers: Surprise investigations without notice; Companies may face back wage claims, civil penalties, or even debarment from the H-1B program. Expect deeper scrutiny into how companies hire, pay, and treat foreign workers and this isn’t just about a compliance check, it’s about protecting your business reputation, workforce planning, and immigration strategy. If you’re a global employer using the H-1B program, HR or mobility leader navigating U.S. talent acquisition, Legal or compliance professional advising clients, you need to understand the real consequences and immediate actions required.   Join me for our live webinar tomorrow at 4pm BST. Register below and bring your questions.   https://lnkd.in/eZvpUB_T We will discuss risk mitigation strategies and case examples to help you prepare. Now more than ever, compliance is not optional, it’s strategic. Let’s talk about how to stay protected, proactive, and prepared.   #H1B #ImmigrationCompliance #GlobalMobility #USImmigration #HRLeaders #LegalCompliance #ProjectFirewall #WorkforceStrategy #DOL Centuro Global

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🚨 March 2026 Visa Bulletin: EB-2 Gets the Green Light The March 2026 Visa Bulletin was released late last week — and for many in the EB-2 category, this is the movement they’ve been waiting for. We’re seeing a meaningful shift: 🌎 Rest of World (ROW) – Date of Filing: Current.  You may be eligible to file Adjustment of Status immediately. 🇮🇳 India – November 1, 2014 (11-month advancement) 🇨🇳 China – January 1, 2022 But remember: A forward-moving date is only half the equation. In moments like this, speed alone is not strategy. Rushing into premium processing without a deliberate approach can invite unnecessary scrutiny when a carefully structured filing would have a much higher chance in securing approval. Whether you are: • Waiting for an NVC fee bill, • Preparing to file adjustment concurrently while in the U.S., or • Considering an EB-2 NIW filing strategy Your approach matters more than the calendar. This window is an opportunity — but only if you act strategically. 📌 Read the full update in the first comment. 📅 Schedule a consultation to evaluate your eligibility and build a case aligned with your long-term professional goals. #EB2 #NIW #VisaBulletin #ImmigrationLaw #GreenCard #NationalInterestWaiver

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🇺🇸 In October, the line for EB-2 Green Card applications moved forward significantly. The October Visa Bulletin has been released and there’s significant progress for the EB-2 category (including NIW) under the Dates for Filing chart for All Chargeability Areas. 👉 According to the new Dates for Filing chart, EB-2 applicants with a priority date before July 15, 2024, are now eligible to file Form I-485 (Adjustment of Status). This represents a forward movement of more than six months compared to last month’s bulletin. USCIS has also confirmed that for employment-based categories, the Dates for Filing chart not the Final Action Dates will be used for October. ✅ What does this mean? Even though Green Cards may not yet be available under the Final Action chart, eligible applicants can go ahead and file their adjustment applications if their priority date is earlier than the current Dates for Filing (DFF) cutoff. If you’re in the U.S. and want to know whether you qualify for an EB-1 or EB-2 visa, we offer a free case evaluation. 📩 Message us directly to schedule your consultation. #immigrationlawyer #usimmigration #immigrationhelp #immigrationnews #lifeinusa #immigrationattorney #greencard #americancitizenship #visabulletin #eb2niw #eb2 #talantvisa

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AI, Performance-based Hiring and the Law This summary from the OFCCP Chair at Littler - David J. Goldstein - was part of the validation study for Performance-based Hiring - https://lnkd.in/g4em2777 - Bottomline - disparate impact lawsuits are unlikely using Performance-based Hiring. Any screening tool that uses unproven filters puts the employer and the HR tech vendor at risk. iCIMS Workday Littler #ofccp You can convert any job into a performance-based job description in two-minutes and prevent these types of problems - https://lnkd.in/g2wbHi7V You can now calculate the financial risk using AI with your current hiring processes - https://lnkd.in/gfyWpXbN Sarah White Sandra Lamartine Josh Bersin Kathi Enderes Kyle Forrest Dom Curtis Chris Hoyt Daniel Shapero SAP SuccessFactors SAP SHRM Johnny C. Taylor, Jr., SHRM-SCP Peter Cappelli Piyush Mathur Andrea Derler, Ph.D. Dave Ulrich Visier Inc. Daniel Chait - aka "Mr. Chait" - SmartRecruiters Greenhouse Software Kula Ashby Gem Steve Bartel Rippling

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🚨 Now Live: ImmPulse Weekly Video | September 15–19, 2025 Trump’s H-1B Fee Is Reshaping North American Hiring This week we focus on how the new US $100,000 annual H-1B visa fee and tougher wage rules are transforming cross-border hiring and creating new opportunities and new challenges for Canada. We break down what this shift means for employers seeking global talent, for skilled workers exploring Canadian options, and for immigration policy as a whole. 📩 Contact Greenberg Hameed to explore strategies for moving key roles or talent to Canada. https://lnkd.in/dU6n-VUY info@greenberghameed.com 📖 Read the full ImmPulse Weekly on our website for detailed analysis and practical guidance. https://lnkd.in/gecpAeN9 #ImmPulseWeekly #CanadaImmigration #H1B #NearShoring #GlobalTalent #GreenbergHameed #IRCCUpdates #WorkInCanada

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Envoy Global's U.S. Corporate Immigration Trends report is now available. Backed by data from over 500 human resources and global mobility experts, this report offers actionable insights for navigating today’s rapidly changing landscape. Access the report here: https://lnkd.in/epMhXUqf

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