About Foreign Recruiting

Established in 2008, with a goal to provide the best seasonal workforce in the US. The seasonal work programs add a tremendous value to the American economy and provides a vehicle for employers to increase staffing requirements based on their seasonal needs.

We started with in-country transfers cap-exempt H2B Visa holders in the western United States. After spending nearly 6 months of coaching and interview training, we successfully re-employed some 65 people.

The experience was challenging, not knowing the background of the foreign nationals, their prior experience and abilities to retain seasonal employment.

The American workforce is diverse, with so many people from around the world wanting to experience work and living in the US. In most instances seasonal workers follow the rules of law, however, if not coached, the tendency is to violate the law and take their chances as undocumented aliens at the termination of their work contracts and permits.

There are far too many agencies offshore that take advantage of the non-professional candidates with offers that establish high expectations and false hopes. In the end, there is not enough money left over to pay the loans at home and support families.

Nationally, there are a number of employers that take advantage of these undocumented individuals with promise of sponsorship and petitions which will never materialize simply because there is no legal means to consummate such an arrangement. In most instances, these same non-immigrants who paid their agencies astronomical fees, find themselves working and under scale wages in order to pay the employer for sponsorship.

This non-immigrants who have overstayed, now find themselves trapped in 24 hour establishments, with almost no time off, no overtime pay, below standard living conditions. It is human slavery, conducted by people from the same country. Sadly, they truly believe that they are helping.

We think and firmly believe that the seasonal work programs are good for the US and when managed properly, even with the 'loopholes' in the immigration laws can help local employers, and certainly keep the good name of the United States in high standing around the globe.

There is a tendency in the US to lean towards selective employment. Unfortunately the days of profiling still exists in this great country of ours. This is probably the downside to the seasonal work programs, where employers are not required to put checks and balances towards their hiring practices, instead they find immigration attorneys that are experts in finding the 'holes'.

 This usually results in the employer using the same resource providers without regard to the consequences. The impacted people are the seasonal worker and no one else.

The USCIS and DOL approves 66,500 seasonal visas annually for non- professional workers. These same visa holders, become a part of what is called cap-exempt visa holders the next year and are allowed to apply for jobs, by finding a new employer. One is hardly established, and now is taxed to find a way to stay in compliance with an extended work permit.

Where do they go?, how do they get this done? What happens to those that are no able to get extended work permits, by not having the 'know how', or if existing similar jobs are not available? Who is responsible for tracking the seasonal workers? They are issued Visas, social security cards for employment, taxes deducted.

Knowing all this and more, the program is still valuable to our economy, and like anything else in the US requires integrity on both the employer and resource provider. The opportunity to actually employ cap-exempt seasonal workers was so refreshing, the thought of an end to end process became an obsession. Show casing the greatness of the US, helping foreign nationals with taxing them financially, giving them opportunities of a life time while ensuring they follow the rules of engagement.

This year, I spent nearly 2 months trying to better understand the process and reasons why people want to be here and why they don't want to leave when they get here. The net result was simple, they do not understand the process and the laws. I presume this true for most Asian countries. It is the greatest challenge by far, and yet I believe that with appropriate training, coaching and understanding the programs this can be achieved.