About The News

The Trump administration’s plan to raise H-1B visa application fees to $100,000 represents one of the largest cost shifts in the history of U.S. employment-based immigration . It will force companies to rethink how they acquire and manage global talent.  This should be sweet music to the ears of global Talent Marketplaces, EORs and CORs.  Enterprises have hesitated to engage with these global talent enablers for several reasons mostly related to the way they’ve always done things.  This massive cost increase will force them to finally accept and embrace solutions that get them the talent they need while keeping them where they are, and through that change, recognize the much greater potential and scale of these partners.

The H-1B Landscape

The H-1B visa is a long-standing pathway for U.S. employers to hire foreign professionals in “specialty occupations.” Congress caps the annual number at 65,000, plus 20,000 for advanced U.S. degree holders. Demand outpaces supply every year, with applications often exceeding the cap within days.  Historically, employers paid about $6,000 in filing fees per application. The proposed increase to $100,000 would raise costs by more than 15 times!  Over all of the years I spent in HR I personally worked on dozens of these processes.  It’s already long, complicated and much more costly than just the application fee.  This will be the straw that breaks the back for an already cumbersome process; driving employers to adapt to working with this talent remotely – which is already easy, fast and compliant with the help of key partners.

Workforce Planning Under Pressure

High fees change the economics of hiring. Companies must now weigh three options:

1. Pay the fee to relocate workers – feasible only for the largest firms with deep budgets.
2. Forego the hire and accept skill gaps.
3. Shift to remote engagement by meeting workers where they are, without visas.

Option three is where the most significant change is likely.

The Rise of Marketplaces and Compliance Infrastructure

Marketplaces are access points

Digital platforms already connect companies with global freelancers and contractors. Upwork, Toptal, Fiverr Enterprise, and specialized tech marketplaces allow firms to source high-skilled global workers without relocation.  The $100,000 H-1B fee will accelerate this use. Employers will increasingly rely on these marketplaces to source talent they can no longer justify bringing onshore.

EORs and CORs as enablers

Engaging global talent is not only about sourcing but also about compliance. Employers of Record (EORs) and Contractors of Record (CORs) manage payroll, benefits, and local tax obligations. They allow firms to engage workers in countries where they lack a legal entity.  Providers like greenlight.ai and Mellow.io make this fast, easy and cost-effective.

According to industry reports, the EOR market is growing at over 15% annually and is expected to exceed $5 billion by 2030. Rising visa costs will make EORs and CORs indispensable. They provide the infrastructure for companies to scale distributed teams safely and legally.

Who actually benefits

It’s important to note that while global freelancers gain more opportunities to work remotely, they lose the option of relocation. Many H-1B applicants seek U.S. residency, not just employment. Employers want that talent locally, on-site working shoulder to shoulder with their teams, and struggle to find the talent they need domestically; they’ll have to turn to engaging the talent remotely and embracing a virtual work arrangement instead.  The true winners in this shift are the platforms and compliance providers that enable cross-border engagement at scale.

The Offshore Shift

Reuters reports that Silicon Valley firms are already expanding operations abroad in response to visa uncertainty. Outsourcing firms in India and Eastern Europe anticipate growth as companies redirect hiring budgets away from U.S. relocation and toward offshore delivery centers.

This trend has two knock-on effects:

• Domestic support industries lose out. When workers stay abroad, the local spending on housing, services, and consumer goods tied to immigration declines.
• Project-based outsourcing expands. Firms that once relied on in-house H-1B hires now contract out whole projects to offshore vendors.

A New Workforce Equation

The American Immigration Council notes that H-1B professionals historically complement, not displace, U.S. workers.  Limiting their presence may not create more domestic hiring. Instead, it shifts the balance toward global flexible work models.

Workforce planners will need to:

• Budget for higher visa costs when relocation is essential.
• Invest in platforms and compliance partners for remote hiring.
• Re-design team structures to integrate blended workforces of employees, freelancers, and contractors.

Conclusion

The $100,000 H-1B fee is not just an immigration story, it is a workforce strategy story. Companies will still seek global skills, but fewer will bring those workers to the U.S. Instead, they will access them through marketplaces, structure engagements through EORs and CORs, and outsource more work abroad.

The result will be a labor market where intermediaries’ ability to enable great value is finally recognized and adopted at a broad scale.