CEO at Terminal, a startup changing the way high-growth tech companies hire and retain tech talent.
In the past, when companies needed to hire new employees to fill important jobs, it usually required the physical relocation of talent. Immigration was always considered a way for growing companies to bring new labor or talent into a country, but it also required a lot of paperwork and process.
President George H.W. Bush signed the Immigration Act of 1990 to create the H-1B program to help American companies overcome labor shortages in growing fields that demanded specialized skills, such as research, engineering and computer programming. In nearly three decades of existence, the best and brightest around the world have contributed to American companies with significant impact; however, due to increased barriers and employee freedom, only 2 of every 100 jobs are filled by the H-1B program.
Our recent mass migration to remote work has triggered a change in the dynamics between talent and employers — talent today has learned that they no longer have to move across country and state borders to land roles at leading companies. According to my company’s recent engineer survey, 40% of engineers in Canada and Mexico say they don’t want to come to the U.S. What’s more, data from LinkedIn on city migration patterns amid the pandemic found that in America’s major metropolitan cities like New York and San Francisco, departures have significantly exceeded new arrivals and have fallen more than 20% from April through August of this year versus a year earlier.
From the ashes of closed physical borders and in-home lockdowns, we’re now seeing the phoenix of digital immigration — the natural progression of digital transformation, the idea that modern companies and workers are connecting across borders through digital technologies, increasing