Recruiting International Tech Talent - Tips & Strategies

Navigating International Tech Talent Acquisition: A Guide for Startups

This article presents insights from the “Dear Sophie” advice column, addressing common immigration-related questions faced by technology companies. Sophie Alcorn, a Silicon Valley immigration attorney, emphasizes the importance of accessible knowledge in empowering individuals to pursue opportunities across borders.

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A Founder’s Challenge: Recruiting Engineering Talent

Dear Sophie,

Our early-stage startup is encountering significant difficulties in recruiting skilled engineering professionals. We are, however, receptive to expanding our search internationally.

Could you offer some strategies and guidance on how to make our company more attractive to potential candidates?

— Flourishing Founder

Dear Flourishing,

Thank you for your inquiry! I recently had the pleasure of speaking with Beth Scheer, Head of Talent at Homebrew Ventures, on my podcast. Scheer provides guidance to startup founders and executive teams on all aspects of talent acquisition.

Her approach centers on “teaching founders to fish,” equipping them with the knowledge to effectively attract and secure top talent. She highlighted the critical importance of diversity, inclusion, and competitive compensation.

The Time Commitment to Recruiting

“In my initial meeting with, for instance, two co-founders,” Scheer explained, “I emphasize that until you secure your Series A funding, approximately 40% of your time will be dedicated to recruiting.”

Founders often underestimate this commitment, initially believing it to be a shared 20% effort. However, the reality is that each founder will likely spend around 40% of their time on recruitment, a challenge that persists regardless of the hiring market.

Intense Competition for Engineering Professionals

As you’ve observed, the current competition for engineering talent is exceptionally fierce, placing job seekers in a strong negotiating position. An analysis by the National Foundation for American Policy revealed over 1.2 million unique active job postings in computer occupations in the United States as of September 6, 2021, representing a 15% increase in just six months.

Furthermore, Scheer noted that startups are frequently finding that candidates receive at least three competing job offers. This necessitates a strategic and deliberate approach to clearly communicating your company’s value proposition, mission, team composition, and overall benefits package.

Prioritizing Diversity and Inclusion

Early-stage companies should proactively prioritize diversity, inclusion, and equity from the outset, regardless of the founders’ backgrounds.

“Without intentional effort in this area,” Scheer cautioned, “you risk building a team of individuals who share similar perspectives and backgrounds.” While leveraging internal networks is efficient, it’s crucial to balance speed and efficiency with a commitment to diversity.

She recounted a situation where a company implemented a temporary hiring freeze on male candidates to accelerate the inclusion of women, a strategy that proved effective.

Expanding the Talent Pool Globally

Considering international candidates is an excellent way to broaden your recruiting pipeline and foster diversity within your organization.

Scheer emphasized that founders often feel overwhelmed by the complexities and costs associated with immigration. She recommends strategically offering immigration support as a benefit to attract and retain international talent, such as sponsoring green cards after a period of employment or assisting with the financial aspects of obtaining a green card through marriage. You can find more information on cost-saving strategies in my podcast episode on the immigration process.

Initial Visa Screening Questions

To initially assess a candidate’s visa requirements, startups can ask:

• Are you currently authorized to work in the U.S.?
• Do you require visa sponsorship to work in the U.S., now or in the future?

Currently, recruiting international talent already present in the U.S. on another visa is the most expedient option. Hiring individuals residing abroad may present challenges due to potential delays or closures at U.S. embassies and consulates.

Expedited Immigration Options

The immigration pathways with the fastest processing times include:

• Sponsoring a candidate for an O-1A visa (for individuals with extraordinary ability).
• Transferring an H-1B visa from another employer.
• Securing a cap-exempt H-1B visa.
• Recruiting Australian citizens under the E-3 visa or Canadian/Mexican citizens under the TN visa.
• Hiring candidates to work remotely from Canada or within a time zone ideally no more than three hours different.

Refer to a previous “Dear Sophie” column for a more detailed discussion of H-1B transfers and green cards for tech professionals. When candidates inquire about H-1B transfers or preserving their green card process stage, it’s vital to clearly explain how your startup will provide support tailored to their specific needs.

Compensation and Equity Considerations

Scheer advises basing equity and compensation packages on the job role and location, rather than individual negotiation. “Adhering to established equity-comp bands will prevent future complications,” she stated.

While making exceptions to attract a specific candidate may seem tempting, it can create challenges when hiring subsequent employees.

Creative Compensation Strategies

Early-stage founders can explore creative compensation approaches, such as offering a delayed sign-on bonus.

However, if a significant disparity exists between the startup’s offer and the candidate’s expectations (e.g., $200,000), a successful outcome is unlikely. Early rapport-building is essential to understand a candidate’s motivations – whether it’s stock options, recognition, or base salary. Presenting candidates with two offers – one prioritizing higher base salary and lower equity, and the other the reverse – can empower them to make an informed decision.

Best of luck in your recruiting efforts!

— Sophie

Do you have a question for Sophie? Submit it here. We reserve the right to edit submissions for clarity and length.

Please note that the information provided in “Dear Sophie” is for general informational purposes only and does not constitute legal advice. For a complete disclaimer, please visit our website. You can contact Sophie directly at Alcorn Immigration Law.

Sophie’s podcast, Immigration Law for Tech Startups, is available on all major podcast platforms. She is currently accepting applications for guest appearances!