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“Immigration can no longer sit in isolation from HR, legal and finance function,” says Centuro Global's Asma Bashir
The US is closing its doors just as the rest of the world is opening theirs.
Recent visa fee hikes, processing delays and border restrictions have made it considerably harder for global talent to live and work in the US. Canada, the UK, the EU and Gulf nations are responding fast, launching new visas and streamlined residency schemes to welcome skilled professionals once bound for America.
The global talent map is being redrawn, and HR and mobility leaders must adapt to new rules for international hiring, relocation and workforce planning. Staying competitive means rethinking how you attract and move talent across borders.
Map workforce exposure
It’s best to begin by understanding where your organisation’s visa dependencies lie. Which employees hold temporary or high-risk immigration status? Which business units rely on US-based specialists who might be affected by future policy changes?
A clear mobility map helps identify bottlenecks before they turn into crises.
Diversify mobility pathways
No company can afford to depend on one country for critical talent. That’s why you need a portfolio of alternative routes in markets such as Canada, the UK, the EU or the UAE.
Create short, repeatable playbooks for each, detailing visa categories, expected processing times and...
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