Comment by Karliss
5 hours ago
> The newspaper must be widely distributed in the area where the job is located.
Based on that I would expect that if you advertise in small town newspaper, the job needs to be located in that small town. Want them to work in your big office next to big city, then it must be a newspaper widely distributed in that city not a small town on the opposite side of continent.
I wonder if wfh creates any loopholes here, and they just select areas where there are no real candidate pools.
I've seen these ads. Not the latest, some things might have changed, but circa 2015-2018, this is how they rolled:
1. You choose newspapers that are least likely to actually reach people looking for tech jobs.
2. You post an small ad specifying the role in the most vague and unappealing terms.
3. There is some weird and inconvenient way to apply (e.g., fax- or snail-mail-only) that goes to /dev/null.
You can argue that it follows the letter of the law, but as a practical matter, the outcome is always that there are no US-based applicants for any H-1B SWE role, so something is wonky, right?
Didn’t people start publishing lists of these and people started applying and these HR departments lost their minds?
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I'm not sure there is any advantage in publishing this in a remote town rather than NYC and SF.
Any tech savvy person in NYC or SF would not be scouring newspapers for tech jobs and even if they are, they are most likely to be H1B or Greencard themselves.
A small town newspaper may actually make people apply to those roles.
But either way, people who likely to come through these ads can be easily disqualified just by adding a few technology stacks
What's the point of bringing in workers into US just to have them work remotely from home? At that point why not have them work remotely from other side of ocean.
It takes a lot of trust (on both sides) and complexity to establish a working relationship across two jurisdictions, if at all possible.
For instance, what labor laws apply? And who enforces them? And how, given parties in two different countries?
Does the company want to subject itself to some arbitrary country’s tax man or labor law enforcer prosecutions? Does the employee want to work under effectively zero labor protection? Possibly, but rarely.
It’s not even always possible, it’s very complicated to work remotely in France, for instance. The state cracks down on one person one client companies, and EoRs beyond being impractical (as they must adhere to drastic labor laws compared to the US) are in a legal gray zone.
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Cultural and timezone alignment. We’ve been here before with the outsourcing wave 20 years ago. The answers are still the same, remote is just a job perk.
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Taxes probably. And you can bring them in if necessary occasionally.
It's a lot less accounting work to have most of your workers in the same state. Imagine single workers or small groups in many different countries.
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If they work remotely from the other side of the ocean then they are free to leave and find another job easily without risking their green card
If you bring them to America you've basically created a worker who is dependent on staying employed with you in order to keep their place