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The President told me to be more aggressive, so we sent out an email to all employees asking what they do. We got a partial response, so we're sending another email. Our goal isn't to be unfair. Employees can simply respond that their work is too sensitive to describe. We want to keep essential employees who do their jobs well. If a job isn't essential or done well, those people shouldn't be on the payroll. Those million employees who haven't responded are on the bubble. Maybe they don't exist, or we're paying people who don't exist. A lot could have happened. The prior administration wasted money.

We're starting the recruitment phase for the perm process. The last required step is to place two Sunday advertisements in a local newspaper, like the Post Gazette or Tribune Review. The wage offered to the foreign national will be included in the internal posting. Typically, we use the newspaper's website, a local newspaper, and the employer's website as recruitment sources. Our goal is to comply with the law while minimizing costs and not actively seeking numerous qualified U.S. applicants. Once resumes come in during the 30-day application window, the employer must review them. We provide a chart to help assess qualifications and interest. If candidates appear qualified, the hiring manager may need to get involved. However, the law does not require interviewing every candidate; unqualified ones can be eliminated based on their resumes.

MGM Resorts' DEI practices were investigated, focusing on Albie Vilarde, Director of Casino Marketing. Vilarde stated he would hire an African American over a white candidate with equal merits, citing "cultural fit." He also said that whites don't fit well with his team, regardless of qualifications. HR allegedly instructs hiring managers to replace departing female employees with female hires, based on turnover summaries. Similarly, if an Asian host leaves, they aim to replace them with someone of Asian culture. Vilarde seeks diversity-based companies over standard ones for business. When contacted for comment, Vilarde declined to discuss the statements made to an undercover journalist, ending the call.

The discussion concerns alleged H-1B visa abuse connected to “Quibbits Technology,” “Three Bs Technologies,” and other related companies. The first visits involve a residential address at 130 Darbonne Lane, Irving, Texas 75039, where the doorbell is broken and windows appear boarded up. The narrator claims 27 H-1B visas were approved for that address between 2022 and 2025 and lists job titles such as software developer, software engineer, and IT project manager. No one appears to be present for the supposed workers. The narrator says the investigation began after online chatter about H-1B scams that included misplaced or incorrect information, and then explains how H-1B visas are described as working: a business files an LCA (Labor Condition Application) stating it has a job needing specific skills and cannot find Americans; after the LCA is certified by the Department of Labor, the H-1B petition can be filed with USCIS; USCIS then issues authorization so the sponsored worker can come to the U.S. and work. The narrator argues that businesses can be set up using an address and paperwork filed, including from a home address, which could allow sponsors to bring in multiple visa holders. They ask a neighbor about what they have seen at 130 Darbonne Lane. The neighbor says they know the family that lives there, but they do not know what the family works for and they do not see workers coming in and out; the neighbor says the family keeps to themselves and that the neighbors see young boys playing. The narrator then claims the company’s website lists a different address after the page was “scrubbed,” changing to 7300 Lone Star Drive, Suite C 200 in Plano, Texas, even though parts still reportedly show Darbonne Lane. At 7300 Lone Star Drive, the narrator finds an unfinished building under construction with no staff or office activity and no apparent offices for “Three B’s Technologies.” When searching the address further, the narrator says it is tied to “Legacy Club,” described as a members-only social club with an availability target of early 2026, and the narrator questions why a technology company would use that address. The narrator identifies a person connected to the visa filings and residence as Vamsi Krishna Vaginapalli and claims there is “potential fraud” involving multiple addresses being WeWork locations. They say the address listed for “Three B’s Technologies” is an old WeWork location and that another WeWork location is also listed as active on the Texas Business Registry. The narrator also claims some H-1B workers sponsored by the person were contracted to other businesses such as Verizon, and that another H-1B filing was made at “Critty Info Systems.” They state that the website for “Critty Info Systems” appears to have coding and spelling errors and lists an office address that takes users to a virtual office location; they also claim the India contact information references a made-up name. They add that other listed addresses reportedly do not exist and that the UK office address is linked to another entity. The narrator then references “H2M Info Systems,” stating its website is made in WordPress, lists an award/integrity-themed “About Us,” and that the “careers” section shows no open positions. They say a phone number with a Florida area code is not reachable. They also claim its listed location is another WeWork site and that an H-1B worker was allegedly subcontracted to a company in Des Moines, Iowa. The narrator then says “Three B’s Technologies is not an isolated incident” and moves to another company: Quibbits Tech Systems, which they claim filed 13 H-1B visas, with 12 approved in 2025 and one denied. They attempt to locate “12 workers” associated with that company at an address and encounter a person (identified as Hari / Speaker 1) who refuses to speak. The person says they cannot talk, states the address is “03 Roman 3 Drive” (Newport, Texas 7503 is mentioned) and later references “existence.com” as well as “03 Roman 3 Drive.” The narrator also states that USCIS data allegedly indicates workers are at their office. The narrator claims that the address associated with Quibbits Tech Systems (cubbitstechsystems.com) is in Irving, Texas, and they go there. The office appears to be a legitimate office building, but the narrator says the workspace looks cramped with only a couple of fold-out tables and one chair, and repeatedly asks where the workers are. The narrator asserts the uncovered information is public and claims H-1B visa fraud patterns can be found via H-1B databases and address lookups. The narrator concludes by asking why USCIS has not acted and calls for a moratorium on H-1B visas. They state they will continue exposing abuse and provide an email address (Sarahtips@blazemedia.com) to report suspected visa fraud.

Brooke Rollins introduces herself as the administrator with the honor of serving the president, noting that her initial two years were spent as director of the Office of American Innovation. She expresses admiration for Ivanka Trump and the work of everyone involved under her leadership, as well as Secretary Wilbur Ross, highlighting the collective efforts to ensure workers can learn while they earn. Rollins cites a specific achievement: expanding data collection to address a significant gap in labor market information on labor demand, hires, and separations. Prior to this month, the Bureau of Labor Statistics could provide data only at the national level. Today, thanks to the advisory board’s recommendation, leaders in every state and local officials in 18 major metropolitan areas will have a clearer, more granular picture of local job vacancies and, importantly, the skills needed to fill those jobs. She suggests that governors will appreciate this enhanced visibility, and she explicitly thanks Governor Reynolds and Governor Holcomb for their contributions to this suggestion. Speaker 1 continues by highlighting a broader administrative and policy shift related to recruitment and hiring practices across the country. The speaker notes that companies nationwide, including various employers, are adopting modernized recruitment and hiring processes. In parallel with these private-sector changes, the administration is taking steps to demonstrate leadership as the nation’s largest employer. A forthcoming executive action will direct federal agencies to begin hiring based on skills and competency rather than relying on traditional or outdated degree requirements. This shift emphasizes evaluating applicants by their capabilities and relevant qualifications rather than relying solely on formal educational credentials. The joint message from the board and the council stresses that, regardless of varying economic conditions, American workers stay prioritized. The conversation underscores a commitment to aligning hiring practices with demonstrated skills, expanding locally relevant labor market data, and encouraging a more competency-based approach to federal hiring. The speakers collectively frame these moves as part of a sustained effort to put American workers first, improve the accuracy of labor market information at the local level, and modernize recruitment practices across both public and private sectors. The emphasis remains on practical measures that connect workers to in-demand jobs through better data and through hiring standards that reflect actual skills and competencies.

The transcript discusses how some immigrants are able to pass the commercial driver's license (CDL) tests with outside help. It highlights a case involving 35-year-old Jamie Middleton, who took CDL written exams for seven different people. Investigators say that each time she would use disguises, sunglasses, and surgical masks to look like a different person taking the exam. On the exam day, workers had on their computers a photo of the person who was supposed to take the test, but Middleton—clearly not the person on the screen—took the test instead. She would split a payment of 1,500 to 3,000 dollars for each bogus test with accomplices in the DMV. The conversation notes that this involved DMV workers being paid to allow immigrants to be on the roads, and it concludes with concern that this is dangerous.

The investigation follows earlier findings tied to unusual activity in some H-1B LCA applications, including businesses allegedly set up in people’s homes and reports of no workers present at the work site. Investigators expand the check to multiple work locations, repeatedly finding locked doors, dark offices, and rooms with furniture but no visible computers, servers, or working staff. They begin near “Suite 78” at the BlazeTV studios area and describe the pattern of “tech” companies lacking technology or personnel on-site. At several locations, expected suite numbers cannot be found, offices appear inactive, or addresses appear inconsistent with what is listed in LCA paperwork. Examples include: - TechBits (Suite 264 referenced in connection with another company), where doors are locked and no one appears present. - Unique Software Solutions (four H-1B visas referenced for 2025), again with a locked door. - Oak Technologies, described as having an HQ at Suite 264, but investigators cannot find the suite in the building listed, then later claim the company appears in a different suite number. - Suite 175, associated with 21 H-1B visas in 2025, where investigators find another locked door with no lights and no one available. - A recurring observation that some locations appear to include card tables or ping pong tables with no workers actually using them. The investigators cite U.S. Department of Labor Fact Sheet 62 F to explain why they can request H-1B employer public access records. They state that public access records must be maintained and made available under the H-1B program, available within one working day of filing the LCA, and that members of the public may capture information by transcription, scanning, or taking photographs. They describe this as enabling “auditing,” while also emphasizing a “major flaw” if the company does not exist or is not operating at the claimed work site. They describe ANA Infosystems (Suite 275) as having multiple 2025 workers listed on-site and seven H-1Bs approved in 2025, but no one is found at the suite; the area is also described as available for renting. They also report that Oak Technologies’ listed new address differs from what the investigators see, and that another company on their list occupies the space. They introduce the idea of “hives,” where multiple businesses list the same suite/address on paperwork and/or claim workers are present there. They describe finding at least 19 companies sharing Suite 290 at 400 East Royal Lane simultaneously, and then another active cluster nearby, with companies from Suite 290 also appearing associated with 320 Decker Drive, Suite 100. Investigators say inquiries there lead to claims of virtual/absent office presence and that companies do not recognize one another or the listed suites, with no physical presence at those locations. A reference is made to an indictment involving Texas residents and an alleged visa fraud scheme that included nonexistent jobs, payments routed from visa seekers to create legitimacy, and consequences described as possible federal prison time if convicted. They then focus on Innovative Datalytics Group LLC at 8105 Razor Blvd in Plano, stating that at least seven H-1B workers were listed to work on-site. Investigators claim the company had no website and that the visa paperwork lists Suite 78; they say they locate only a mailbox where Suite 78 is expected. Because public access files could not be obtained at the business location, they speak with the owner at home, who states she does not know the exact office address and says her husband handled details. She confirms they co-leased the space with another company and that she does not know where the workers are located, including where their residential addresses might be. They later speak with her husband (Arvind), who states the H-1B workers “never came,” describes the company as dormant after plans fell through due to a deal not happening, and says they kept paying them while no employees arrived. They also discuss discrepancies in the documents, including Suite 78 being described in paperwork as the employment location despite investigators finding it only as a mailbox. Additional discrepancies include a missing public access file: investigators note eight LCAs were filed but only seven public interest files were provided. The investigators emphasize that even if workers supposedly never come, public access files must be maintained, and argue the system allows companies to request/produce documentation without verifiable confirmation of physical presence. They call attention to the “holes” between on-site findings and paperwork claims and urge further independent investigation. They also mention that H-1B registration opened on March 4.

An HR director for Summit Public Schools in California stated that when choosing between equally qualified white and black applicants, the school will choose the black applicant "no matter what," which is a violation of California state law and the school's own policy. The HR director said they specifically look for transgender people and people of color to teach. He stated that if the English department is all white male, they would want to add a person of color. The HR director said the school would avoid hiring MAGA people and that DEI questions are included in the hiring process to weed out politically misaligned candidates. An example of a DEI question is how a teacher would respond to a student expressing different political values. If the candidate says they want to teach the student conservative values, that is not what the school is looking for.

The video shows an undercover operation exposing a Disney vice president for discriminatory hiring practices. The vice president was caught on tape saying they don't hire white males. The video also promotes a medical emergency kit and ends with the undercover team interacting with bystanders in Hollywood. The vice president drives away in a Tesla when confronted. Stay tuned for more parts of the Disney expose.

In this video, the speaker refers to declarations from signature verification workers in 2022. One worker named Andrew mentions that the numbers on the whiteboard for the ballots to be verified didn't add up. They were processing around 60,000 signatures a day, but only receiving about 1,000 envelopes for review the next day, instead of the expected 12,000 to 15,000. The rejection rates were consistent at 20% to 30%, but the math didn't seem to match the actual numbers.

The H-1B visa program allows foreign nationals to work temporarily in the U.S. for over 30 years, but it is now facing issues of abuse and fraud. The U.S. immigration agency has raised concerns about the lottery system, noting that some companies are submitting multiple applications for the same candidates, increasing their chances unfairly. This year saw 780,884 applicants, a 61% rise from last year, indicating potential manipulation. There have also been instances where employers submitted applications for unqualified workers. Suggestions for reform include replacing the lottery with a system prioritizing in-demand skills and enforcing stricter penalties for employers who violate program rules.

In this video, employees from GBI Strategies discuss their roles in the compliance department and the process of verifying voter registration applications. They mention collecting registration forms from canvassers and checking them for accuracy. Some false registrations were caught, but the motive behind them is unclear. Concerns about potential voter suppression and the need for accurate registrations are expressed. The employees discuss their payment method, supervisors, and coworkers. They mention using a system called GBI Blocks to scan and redact personal information from applications. There is confusion and frustration about the job, including concerns about funding, communication methods, and personal issues. The video ends with the mention of investigating fraud globally and appreciation for help received.

Companies are allegedly using foreign labor visas, such as H-1B and student visas, to displace American workers and pay lower wages. This was exemplified at Fuyao Glass in Dayton, where the Chinese company fired local workers after unionization attempts and replaced them with lower-paid foreign visa workers from China, eventually leading to a federal raid for using them as "slave labor." This issue is impacting young people, especially STEM graduates, who face intense job market competition from imported labor from countries like India and China. A high percentage of STEM applications from graduates are rejected because companies can pay foreign laborers less, who will accept lower contracts than American graduates. Mass immigration, both legal and illegal, has oversaturated the economy, making it harder for young people to get decent wages. Corporations are allegedly replacing Americans with foreign labor while promoting left-wing messaging. Republicans have an opportunity to address this issue that impacts young people.

Because our goal here, of course, is to meet the requirements, number one, but also do so as inexpensively as possible, keeping in mind our goal. And our goal is clearly not to find a qualified and interested US worker. We're we are complying with the law fully, but our objective is to get this person a green card and to get through the labor certification process. We're going to try to find a place where, again, we're complying with the law and hoping and likely not to find qualified and interested worker applicants. So, that's the process that we will go through with you from the beginning on where Jen or Jen or somebody else on our team will go over with you what three options are we going to select.

Starting on September 22nd, different dates were used to backdate applications, sometimes using the same date consecutively. Multiple supervisors instructed around 80 workers to falsify the document by putting a false date on the ballot package. This false date would be entered into the QVF as the ballot mailing date, which is required by law to be corrected. Translation: Different dates were used to backdate applications, with multiple supervisors instructing around 80 workers to falsify the document by putting a false date on the ballot package. This false date would be entered into the QVF as the ballot mailing date, which is required by law to be corrected.

High-tech firms claim they can't find enough qualified American workers, but many skilled Americans exist. Companies often prefer hiring foreign workers for financial reasons. Rajesh, an H-1B visa holder at a Wall Street bank, reveals that outsourcing firms, primarily from India, are replacing American workers. He was unaware he would be taking jobs from Americans. He describes the emotional toll on American workers who lose their jobs after years of service. While Rajesh feels blamed, he argues that the real culprits are the Indian companies and their American clients exploiting the situation. A loophole in the law allows companies to bypass hiring Americans by paying over $60,000, a figure that is not considered high for the industry. This loophole, influenced by industry lobbying, has led to the practice of "knowledge transfer" instead of training replacements.

"My husband has been looking for work and he's had plenty of interviews, but three of these interviews have stuck out to me" because they've gone "all the way through like fifth round interviews and sixth round interviews." In these cases, "each company has asked him to solve a hypothetical situation for their company and ask them to present to their c suite executives how they would solve this, what type of strategy would he use, would he use, That type of thing." They require him to "spend a week creating a deck." They're told, "Okay, we'll have a decision by the end of the week and we'll let you know either way," but "the end of the week comes, nothing" and he is "ghosted" after follow-ups, "three different times." She claims these companies are "using interviewees to mine for ideas, for strategies, for information rather than hiring a full time employee and paying them a salary or benefits" and calls it "absolute bullshit." "They know that there's nothing that interviewees can do about it." "Out here we are desperate for jobs" and "the economy sucks" and "I could just be crazy thinking this but... maybe I'm not."

The video reveals a process for hiring foreign workers over American workers. The recruitment phase involves consulting with HR, employees, and immigration specialists. A key step is placing two Sunday newspaper ads, while the foreign national's wage is only disclosed internally. The goal is to meet requirements inexpensively, not to find qualified US workers, but to secure a green card for the foreign national. Employers must review resumes received within a 30-day window, using a chart to assess qualifications against Department of Labor standards. Applicants can be disqualified if they dislike the salary, location, or job itself. Highly qualified candidates may be interviewed to find legal grounds for disqualification. HR personnel are not required to interview every candidate if they are clearly unqualified based on their resume.

The speaker explains that operatives don’t operate by flashing secret IDs or sneaking into buildings; instead, they rely on simple, routine instructions such as telling media figures not to discuss certain topics or to cut out specific content. Referencing Project Mockingbird, the speaker notes that operatives receive basic guidance in the form of talking points or directives. A recruitment scenario is described to illustrate how a Gen Z individual might be recruited. In a public setting, someone approaches the target, praises their podcast, and asks a provocative question: are you a patriot? If the target expresses willingness to consider an offer, the recruiter presents a staged process to secure compliance and loyalty. Stage one involves exposing the target to a comprehensive package of compromising material: the target’s browsing history, webcam captures from all devices, and recordings of “the most compromising shit you could ever possibly imagine.” The recruiter then praises the target’s work on the podcast and offers protection from exposure along with a monetary incentive—$20,000 per month. The target, feeling chosen and in control, agrees to the process. The speaker notes that cognitive dissonance keeps the target from seeing themselves as compromised, framing the arrangement as serving the greater good and protecting Americans. This justification helps the target align their actions with a self-image of doing the right thing. Consequently, the target may be motivated to silence others, omit certain guests, or exclude content from their podcast, under the belief that their actions are for national safety and public welfare. Even if the situation feels off, the individual may still feel they are contributing to the greater good and thus rationalize the behavior as necessary.

Protecting American jobs was a key theme of Trump's campaign, particularly regarding the H-1B visa program, which allows companies to hire skilled foreign workers. Many businesses exploit loopholes to replace American workers with cheaper foreign labor, often requiring those workers to train their replacements. Robert Harrison, a telecom engineer, faced job loss and was asked to train his replacement from India, leading to protests among affected workers. Critics argue that the program, initially intended to protect American jobs, has been misused for corporate profit. Former Congressman Bruce Morrison expressed outrage over the program's exploitation. Workers like Craig D'Angelo and Leo Pereiro shared their experiences of being replaced despite their skills, highlighting the emotional toll of such practices. The situation reflects broader issues of corporate greed and the need for job protection for American workers.

An HR director for Summit Public Schools in California stated that in choosing between equally qualified white and black applicants, the black applicant would be chosen "no matter what," which is a violation of California state law and the school's own policy. The HR director said they specifically look for transgender people and people of color to teach. He stated that if the English department is all white male, they may want to add a person of color. The HR director said the school would avoid hiring MAGA people and that DEI questions are included in the hiring process to filter out politically misaligned candidates. An example of a DEI question is how a teacher would respond to a student expressing different political values. If the candidate says they want to teach the student about conservative values, that is not the answer they are looking for.

We're now in the recruitment phase for the perm process. The last step involves placing two Sunday advertisements in a local newspaper, like the Post Gazette or Tribune Review. The offered wage is included in the internal posting. For recruitment sources, we typically use the newspaper's website, a local newspaper, and the employer's website. Our goal is to comply with the law while minimizing costs, aiming not to find numerous qualified U.S. applicants. Once resumes are received within a 30-day window, the employer must review them. We provide a chart to help assess qualifications and interest. Candidates can be disqualified based on salary, location, or job preferences. If a candidate seems qualified, the hiring manager may need to conduct an interview. However, there's no requirement to interview every candidate; unqualified resumes can be eliminated.

Migrant refugee resettlement organizations create a "hidden job market" that companies are aware of and benefit from. Companies receive federal subsidies, such as tax breaks or direct payments, for hiring migrants. Recruiters bypass public job sites and work directly with resettlement organizations like Catholic Charities and Lutheran Charities to fill jobs with migrants. This is done so that federal dollars can flow in.

I know you're eager to apply for the job vacancy. Give me about 15-16 hours. I'm preparing an email with crucial information and screenshots to guide you through the initial stages of the hiring process. This will help you navigate which icons to select as you progress. Refer to these images to avoid rejection notices, which some have received quickly after submitting applications. You may even need to adjust your resume based on a key detail we've identified. Even if you've received a tentative offer, please apply anyway. I'll send the email later tonight, and then I'm going to get back to planning for the Black History Month program and other tasks. I will also be sending out my emails to managers, and then handling important business for the VRAs. After that, you'll be set to apply.