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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.

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We need seasonal agricultural workers and high-tech H-1B workers, but I disagree with allowing a significant increase in regular job visas, especially in construction. This leads to more competition and lower wages for Americans. There are plenty of Americans willing to take these jobs, but employers want temporary workers to drive costs down. Employers should be held responsible for hiring Americans.

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About 70% of the 85,000 H-1B visas issued annually go to Indian workers, reflecting a growing US-India trade relationship. While some argue that Indian workers possess unique skills, others contend that the primary reason for hiring them is cost savings. Companies prioritize cheaper labor, which leads to American workers being laid off. Critics argue that the imported workers often require retraining and lack the necessary understanding of critical roles, especially in high-stakes environments like healthcare. The dedication and expertise of existing IT teams are irreplaceable, as their work directly impacts lives, highlighting the importance of having qualified personnel who understand the urgency of their responsibilities.

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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.

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- Speaker 0 asserts that there will never be a country like the current one and questions whether Republicans should frame it that way. - Speaker 1 asks if the H-1B visa issue will not be a big priority for the administration, arguing that to raise wages for American workers you can’t flood the country with tens of thousands or hundreds of thousands of foreign workers. - Speaker 0 counters that there is a need to bring in talent, and questions whether there are enough talented people domestically, implying that some people must be brought in from outside. - Speaker 1 retorts that there aren’t enough talented people domestically. - Speaker 0 argues that you can’t simply take people off unemployment lines and place them in factories manufacturing missiles, asserting that this doesn’t work. - Speaker 1 asks how such work has been done historically. - Speaker 0 provides an example from Georgia: they raided to remove illegal immigrants and hadSouth Korean workers who needed batteries and were capable of producing them, noting that battery production is dangerous and complex, with explosions and problems. - Speaker 0 notes that they had five or six hundred people in the early stages to make batteries and to teach people how to do it, and that the aim was to get them out of the country. - Speaker 1 acknowledges disagreement, stating you can’t simply invest billions to build a plant and take people off unemployment lines who haven’t worked in five years to start making missiles, concluding that it doesn’t work that way.

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Big changes are coming to the h one b visa that has swamped America with millions of low wage programmers. The administration now plans to return the program to its original purpose of bringing in top talent rather than running coding sweatshops that replace Americans. h one b was introduced in 1990 to bring top talent in engineering technology and medicine. The original salary cut off was $60,000, which in 1990 was about twice the salary of an entry level programmer. If adjusted for inflation, the minimum h one b today would be a 139,000. The initial cap was 65,000; it grew to 85,000, plus unlimited exemptions for universities, nonprofits, and government. It's 730,000 h one b's, about one in eight tech jobs. After years, h one b's can be converted into green cards; one estimate: 1.5 to 2,000,000 h one b's. That's roughly 3,000,000 people on the h one b gravy train, including roughly a million and a half tech workers, which is about one quarter of all tech jobs.

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An undercover video reveals strategies to keep American workers out of the workforce during the PERM process. The goal is to meet requirements inexpensively, not to find qualified US workers, but to secure a green card for a specific person. Recruitment involves newspaper ads, websites, and internal postings, aiming for compliance while avoiding numerous applicants. 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 are not interested in the salary, location, or job itself. If an applicant seems qualified, the manager steps in to review qualifications, potentially scheduling an interview to find a legal basis for disqualification. Interviewing every candidate is not required if the resume clearly shows they are not qualified.

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Knowledge transfer was the term used instead of training a replacement. Craig D'Angelo, a former IT worker at Northeast Utilities, was replaced by an H-1B visa employee from India, earning half his salary without benefits. He emphasized that he was laid off not due to a lack of work, but because someone cheaper could do his job. The group of workers he met with also faced similar situations. Leo Pereiro, who had received high performance reviews at Disney, was shocked to learn he had to train his replacement after being told his job would end in 90 days. He described the experience as humiliating and demoralizing, never imagining someone would come from another country to take over his role.

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Protecting American jobs was a key theme of Donald Trump's campaign, particularly targeting the H-1B visa program, which allows companies to hire skilled foreign workers. Many businesses misuse this program, replacing American workers with cheaper foreign labor. Robert Harrison, an IT engineer at UCSF Medical Center, was informed he would lose his job and must train his replacement from India. This situation has led to protests by affected workers, who feel humiliated and betrayed. Critics argue that the H-1B program has been exploited, with companies prioritizing cost savings over American jobs. Former congressman Bruce Morrison expressed outrage over the program's misuse, emphasizing that it was intended to protect American workers. As companies increasingly outsource jobs, many American workers are left feeling vulnerable and devalued.

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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.

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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.

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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.

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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.

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An order has been issued to prevent federal agencies from replacing American workers with foreign labor, particularly affecting contractors on H-1B visas. This decision follows concerns over the Tennessee Valley Authority (TVA) hiring foreign workers after laying off American employees. The president intervened by dismissing members of TVA's board and appointing new leadership. While some companies, especially in technology, argue they need skilled foreign workers due to a lack of qualified U.S. applicants, the administration emphasizes that the STEM pipeline is thriving. More American graduates are excelling in STEM fields than ever before, countering the notion that U.S. workers lack the necessary skills. The administration aims to support American workers and enhance their capabilities in the information age.

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"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."

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Companies are using visa programs to displace American labor with foreign workers who accept lower wages. This was evident 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 due to alleged slave labor practices. This issue affects young STEM graduates who face intense job market competition from imported labor from countries like India and China. Many STEM applications from graduates are rejected because companies prefer to pay foreign laborers less, as they accept lower contracts than American graduates. Mass immigration, both legal and illegal, has oversaturated the economy, making it harder for young people to secure decent wages. Corporations are replacing Americans with foreign labor while promoting left-wing messaging. Republicans should address this issue, as it impacts young people who struggle to find jobs after investing in education, only to be replaced by cheaper foreign labor.

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Why don't I hire Americans? Simply put, we can't find the workers. We never receive calls from Americans, and they don't show up. That's why we deeply appreciate the workers who are willing to come here and do the work on our farm. We depend on them. We often can't accomplish what needs to be done with only people from our local communities.

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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.

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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.

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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.

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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.

Breaking Points

Korean Gov FREAKS OUT After 300 Nationals CHAINED By ICE

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The hosts discuss several topics, including an immigration raid at a Hyundai plant involving Korean nationals, bombshell revelations regarding Jeffrey Epstein, Dave Wigel's insights from conferences on national conservatism and abundance, a potential ceasefire proposal in Israel and Gaza, new Gen Z gender divide polling, and Tim Dylan's political commentary. They also address childcare issues affecting the show's production and thank supporters at breakingpoints.com, highlighting their commitment to in-depth journalism. The conversation begins with an immigration raid at a Hyundai plant in Georgia, which has caused an international incident with South Korea. Highly skilled South Korean technicians, dispatched to set up the plant, were arrested and humiliated, despite the Trump administration's push for manufacturing investments in the US. The hosts criticize the US immigration system's inefficiency, where visa processes are slow, leading companies to use visa waiver programs. This incident jeopardizes the goal of bringing manufacturing to the US, as it sends a chilling message to foreign companies. The hosts emphasize the conflict between mass deportations and job creation, as the South Korean workers were there to create jobs for Americans. The intentional humiliation of these workers is highlighted, with the hosts questioning the motives behind the action. They also discuss the importance of South Korea as a vital US ally in East Asia and the potential damage to the relationship caused by this incident. The hosts also discuss the reliance of manufacturing plants on foreign expertise, using TSMC's plant in Arizona as an example, and the negative message sent to other countries investing in America. The hosts discuss Trump's response to the Hyundai situation, where he acknowledged the need for foreign experts to train American workers in specialized manufacturing. They then discuss recent diplomatic failures, including strained relations with Russia, India, and North Korea, highlighting a shift in global alliances. The hosts criticize the hypocrisy and perceived stupidity of US foreign policy, contrasting it with China's approach. They emphasize the importance of maintaining good relations with key allies in Asia, where a significant portion of global GDP originates. The hosts discuss the Supreme Court's shadow docket decision to lift restrictions on LA immigration stops, allowing for detentions based on appearance or location. This decision is consistent with a pattern of the Supreme Court siding with the Trump administration, granting them significant power without providing detailed reasoning. The hosts conclude by encouraging viewers to support independent media at breakingpoints.com.

Breaking Points

PANIC, CONFUSION, CORRUPTION: Trump's H1B Clusterf***

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Immigration policy collides with corporate power in the H-1B debate, where critics say employers depress American wages while chasing the globe’s top talent. The program hires workers with specialized skills only when no American can fill the role, offering a path to residency; yet the visa is controlled by sponsors, limiting workers’ mobility and rights. Supporters push it as essential for competitiveness through skilled immigration; critics warn it crowds out native workers and suppresses wages. Trump’s plan for a one-time $100,000 H-1B sponsorship fee became a chaotic controversy, with initial announcements suggesting retroactive, per-year charges. A later clarification stated it would be a single payment per petition and would not apply to renewals or current visa holders; it would apply to new visas in the next lottery. The aim was to ensure hires are truly exceptional and in the national interest, but the policy invites loopholes, waivers, and lobbying pressures that could undermine the reform. Beyond mechanics, the discussion covers global talent flows, the health of U.S. universities, and the broader economy. The transcript notes a brain-drain dynamic, a heavy concentration of H-1Bs in computing, and a debate over whether a worker-held visa like the O-1 would better balance labor rights with innovation. It also surveys a multipolar world where nations compete for skilled workers, while Nvidia and OpenAI anchor stock markets and shape GDP narratives, complicating straightforward reform.

The Tim Ferriss Show

Luis von Ahn, Co-Founder of Duolingo — How to Be (Truly) Mission-Driven, 10x Growth, and More

Guests: Luis von Ahn

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Luis von Ahn, co-founder and CEO of Duolingo, discusses the evolution of the language learning platform, which has grown to over 500 million users and is now publicly traded. He shares the story behind Duolingo's green owl mascot, which was chosen humorously based on his co-founder's dislike for the color. Luis recounts his journey from Guatemala, where he faced educational barriers, to developing reCAPTCHA and eventually launching Duolingo to provide free language education. Since their last conversation in 2016, Duolingo has expanded from 60 to 600 employees and has successfully monetized through a freemium model, allowing 97% of users to access the platform for free while generating revenue from ads and subscriptions. Luis emphasizes the importance of maintaining their mission to provide free education, which has driven user growth through word of mouth. He reflects on the challenges of transitioning from a flat organizational structure to a more hierarchical one as the company grew, highlighting the introduction of metrics-based teams that focus on specific performance indicators. This approach has allowed Duolingo to optimize user engagement and retention effectively. Luis also discusses the Duolingo English Test, which offers a convenient online assessment for English proficiency, addressing the need for accessible testing in regions where traditional testing centers are unavailable. He expresses excitement about expanding Duolingo's offerings beyond language learning, including a literacy app for children and a forthcoming math app aimed at elementary school students. Throughout the conversation, Luis shares insights on hiring practices, emphasizing the importance of finding candidates who demonstrate a willingness to contribute and adapt. He advises college students to focus on becoming useful in their roles and to adopt a mindset of service. Finally, he addresses the corruption issues in Guatemala, advocating for U.S. foreign policy changes to address the root causes of illegal immigration and improve conditions in his home country.

Uncapped

Building the Leading Company in a Competitive Space | Christina Cacioppo, CEO of Vanta

Guests: Christina Cacioppo

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Vanta’s rise unfolds in a landscape where every promising AI idea attracts a crowd, yet the company still found a way to lead a crowded field of compliance. The startup, founded in 2018, was the first to do what it does, and early buyers were founders and engineers who preferred software to accountants. For years they kept traction quiet, then 2020’s homebound boom brought a flood of copycats. Christina describes a phase of measured secrecy and calculated speed, a mindset she says helped them win even as rivals copied their look and approach. She notes the brutalist white website that customers called effective because it delivered outcomes fast, and she emphasizes a philosophy: shipping velocity matters more than chasing perfection. The team learned that there are no referees in capitalism; customers care about the best solution today, not who copied what first. The shift from “we’re secretive” to “we’re relentlessly shipping” became a turning point, reinforcing the idea that the last shipment defines standing in a fast-moving market. The conversation also covers why now was real: engineers resisted compliance, and the market needed a scalable way to automate it. The result was a culture that treats product iteration as a competitive weapon, with a focus on getting to V4 quickly rather than polishing V1 to completion. On go-to-market, Christina highlights the role of confidence in sales leaders, the value of strong competitive intel, and the payoff of having a dedicated competitive-team member on major deals. Early on, Vanta underinvested in competitive insights; later they built a practice around listening to customers, mapping weaknesses, and then scaling those learnings across the org. Fundraising shaped the company’s early cadence: a seed in 2018 funded only seed funds to keep the board lean, then a sequence of warm introductions after the round helped prime A-round conversations. A pivotal Series A with Sequoia brought a brand halo that eased recruiting and accelerated deals, though the team notes the true benefit lies in the ongoing access to networks and deal flow. They discuss the balance between brand power and practical due diligence, and how referrals and customer velocity often outrun pitch decks. Recruiting evolved from heavy frameworks to targeted demonstrations—leadership hires now require direct scrutiny of real work samples, sometimes through project-based prompts rather than long interview loops.