The Lead Hiring Manager at a large scale US-based airline was tasked with building a predictable talent pipeline of skilled pilots - an increasingly large percentage of whom were Australian-born nationals requiring E-3 visa sponsorship.
As the scale of these E-3 sponsorships grew, however, they soon found themselves deeper and deeper in the unfamiliar world of corporate immigration - singlehandedly tracking key expiration dates for an E-3 employee population well north of 100 employees, drafting and project managing as many as 20-30 unique applications or renewals at a time, and struggling to keep his head above water amidst one of the most difficult immigration climates in US history.
To add another layer of complexity, the versatile nature of these pilots’ jobs meant they could be stationed at any of 10 possible airports across the US for short periods, which made filing a consistent E-3 application for each candidate nearly impossible.
Eventually, when faced with the company's first E-3 application denial ever - and with no effective means of diagnosing why it occurred or how to fix it - the company made the decision to partner with Bridge to comprehensively optimize the company's immigration program from the ground up.
"One of my biggest concerns around immigration was not knowing what I don’t know - particularly as our volume of international candidates grew. Working with Bridge, they’ve implemented streamlined processes and creative strategies that have effectively made visa sponsorship a non-issue when evaluating candidates - which is exactly what I wanted."