Deel Visa Sponsorship: Everything You Should Know About Sponsoring Foreigner

Building strong teams in the United States is crucial for success. However, most businesses are failing to fill positions due to a persistent talent shortage.

A worldwide hiring strategy can help you secure the necessary expertise. Looking internationally allows you to access a larger candidate pool and a more diverse spectrum of experience. There’s less likelihood you’ll get pulled into a bidding war for talent in the process.

If you are unable to manage visas efficiently, you may miss out on opportunities for top talent. Partnering with a renowned immigration service, like as Deel, can help you kickstart your worldwide hiring strategy. You can obtain employee visas through your US firm and relocate employees without overburdening your team. Continue reading to learn more about Deel visa sponsorship.

How to Apply for Deel Visa Sponsorship For Foreigners

1. Research the visa options

Explore potential visa alternatives for your firm and personnel. The US Citizenship and Immigration Service (USCIS) offers numerous entry points for foreign specialists. The majority of them require sponsorship or backing from a legal organization.

O-1: A visa for people at the top of their field. It demands considerable evidence of the applicant’s remarkable qualities and achievements, yet permits them access for up to three years.
L-1: This visa is for intracompany transfers, either in managerial or specialist roles. Successful applicants may stay for up to three years.
H1-B: Workers with a bachelor’s degree or equivalent are eligible for this three-year visa. While the eligibility standards are more permissive than other categories, USCIS restricts the amount of visas.
TN: The Trade NAFTA (TN) visa is accessible to Mexican and Canadian workers in particular occupations. It offers a simplified application process compared to other alternatives and lasts up to three years.
E-2: The E-2, often known as the Investor Visa, allows persons to visit the United States to manage firms that they partially own or control. Investments must create jobs or benefit the economy.

Some visa types are likely to be more suitable for your firm than others. For example, if you already have the skills you need abroad, you’d choose the L-1.

However, there is no reason to limit yourself to just one type. You can mix and match visas based on what works best for each candidate.

That is why it is critical to work with an immigration supplier that offers a diverse choice of US visas, such as Deel. You can manage applications from all categories, so you never miss out on a wonderful job chance. In addition, the Deel immigration team can assist you in comparing choices and selecting the appropriate visa for your specific situation.

2. Consider residency alternatives.

Discover how you may help workers on their path to becoming US citizens. Some prospects may be more likely to choose your organization if permanent residency is available.

USCIS provides many employment-based Green Cards. The application process is typically longer and more difficult than for a nonimmigrant visa. Workers typically enter the country with a regular work visa and then apply to modify their status.

Many Deel customers choose the EB-2 National Interest Waiver (NIW), which is available to anybody with an advanced degree and excellent skills in their profession.

Employees can self-petition for the EB-2 NIW, but they are likely to require assistance. They must submit a proposal together with supporting materials that show how their effort would help the United States.

Deel Immigration can aid your employees with their proposal by advising them on what to include and assisting them with the paperwork.

3. Meet sponsorship requirements

Check that you are ready to sponsor workers so that applications are not delayed while you handle difficulties. Employers in the United States must simply meet a few standards to be eligible:

Here is what the USCIS will look for in your petitions:

Legal entity: To sponsor workers, you must have a properly-recognized business, like an LLC or corporation.
A valid address: As part of the incorporation process, you must provide a valid US address. Entities that simply appear to exist on paper are typically unable to sponsor visas.
Employer Identification Number (EIN): All employers must have a unique EIN issued by the IRS to hire or sponsor employees.
Proof of Good Standing: Your business must have a clean record, with no outstanding debts or criminal charges
Evidence of financial solvency: Most applications ask for financial information such as your net income or profit to determine whether you can afford the proposed wage.

4. Meet the visa criteria.

See what is normally expected of candidates for various US work visas. It makes it easy to choose which prospects to hire or relocate. Suppose you have a talented employee who does not quite match the visa requirements.

You can then help them gain the necessary qualifications or experience to relocate later. For example, many foreign specialists lack a certificate comparable to a US degree but can compensate with a few courses.

Here’s what USCIS normally requests from US applicants:

A valid travel document
Proof of qualifications (namely, a university degree)
Proof of experience, such as references and a resume
A clean criminal record
A clean bill of health

Some US work visas require a Permanent Labor Certification (PERM) from the US Department of Labor. The document confirms that there are no qualified candidates for the position already in the nation.

There are various steps in the process:

Determine the minimum criterion for the role.
Request a salary from the National Prevailing Wage Center (NPWC).
Advertise the role in the United States.
Create an account and submit your PERM application.

Before you make a job offer, Deel Immigration can verify that your prospect is eligible for a work visa.

Simply submit your information to the platform’s eligibility checker. Once you’ve received confirmation, we may help you on how to prove your eligibility and prepare the relevant papers.

5. Streamline the visa application process

Understand what is expected of you during the application process and how you can make it go more smoothly. Also, search for ways to help applicants with their tasks to lessen worry and boost their chances of success.

Below is a list of the typical duties involved:

Completing and submitting petitions
Paying any filing fees
Compiling all the supporting documents
Assisting the worker with their forms
Arranging checks and interviews
Monitoring the process of the application
Handling any requests for extra information

Applications are frequently the most difficult component of the US visa procedure. Supporting employees with their jobs simply increases your team’s administrative workload. That is especially true if they are still abroad and you are collaborating with them from a distance.

As the number of candidates increases, so does the complexity of the process. Although US visas frequently have similar requirements, they are all likely to be unique. The worker’s age, nationality, and educational history might all have an impact on his or her application. You cannot simply memorize and repeat a single method.

6. Keep current with US immigration.

Keep an eye on the news for any potential changes to US immigration policy. Unexpected new laws may affect your international hiring, so give yourself as much time as possible to prepare.

For example, the USCIS recently increased the processing fees for numerous visa applications. Employers in the United States had only two months to consider the additional costs in their employment budgets. Without a doubt, many had to postpone plans or reduce sponsorships.

7. Develop a global mobility strategy

As you hire more international personnel, consider strategies to standardize the process. You can streamline the entire operation and provide prospects with a more consistent experience.

The most effective technique to standardize international hiring is to create a global mobility strategy. This includes defining all of your relocation-related rules, practices, and processes. Instead of organizing visa sponsorships on an ad hoc basis, you already have a system in place.

Conclusion

Deel’s mobility experts can help you develop policies. You can keep these on our system so they are immediately available to staff. This allows anyone interested in relocating to the United States to determine whether they are eligible and what steps they must take.

Transparency helps employees understand the reasoning behind their relocation proposals. They are more likely to feel treated properly and continue to trust your company.