Self-service

If you've standardized and documented some basic sponsorship processes and built a portal for international employee resources, you're likely ahead of many peers. However, it's critical to build out contingency plans to account for employee vacation, potential delays in start dates, etc. to be prepared for worst-case scenarios. It might also be worth collaborating with your immigration vendor to find opportunities where immigration can be leveraged as a talent attractor or retention tool across the organization.

As the nature of work adopts to be more dynamic and flexible, companies that are prepared to enable employees to work in such ways will outperform those that don't. Taking the time to invest in creating standardized processes can save a tremendous amount of resources and reduce risk. Going one step further to allow your employees access to visualize potential sponsorship pathways can help foster a culture of trust and accountability.

Chaotic employee experiences are often hard to diagnose until the team has lost a valuable resource. With technical talent, that impact can be quite costly. Consider some of these lagging indicators to gain perspective on where your team might have opportunities to create a stronger proactive approach to immigration and technical talent retention.

Unpredictable and lengthy wait times are anxiety-inducing for international employees and frustrating for People teams. By focusing on improving for Process Visibility, Self-service, and Legal Accessibility, we're excited to introduce a new Ticketing system that aims to continue to improve responsiveness and accuracy across all dimensions of your immigration function.

We’re excited to announce our new and improved workflows, starting with the H-1B, which aim to make data like immigration records and evidence more accessible, dynamic, and smarter. 

Discover how to read a visa bulletin and what it means for you.