Aditi Shetty

I was speaking to an Account Manager about a Texas-based role today. The JD asked for 5+ years of experience. He was exclusively hunting for 14+ years. When I asked why, he said, "If they are in the budget, 14 years is always better than 5, right?" Wrong. In my experience screening hundreds of Java devs, a 14-year veteran and a 6-year veteran are usually looking for two completely different things: The Coding vs. Leading Gap: Most 14+ year engineers have transitioned into Architect or Lead mindsets. They think in systems and strategy. But the Hiring Manager? They need someone to get into the weeds of Spring Boot and write high-performance code 8 hours a day. The Skill Decay Risk: It’s a harsh truth. I’ve seen many 14+ yrs seniors with poorer hands-on coding skills than a hungry 6+yrs dev. They are great at meetings, but struggle with Concurrency or JVM tuning when put on the spot. The Account Manager-as-Hiring-Manager Syndrome: AMs fail when they try to ✌️improve✌️ the JD instead of filling it. If the client wants a Developer, don't send them an Architect just because the years of experience look impressive on paper. The AM spends 5 weeks searching for a unicorn that the Hiring Manager doesn't even want. Stick to the Sweet Spot. A dev with 6-8 years of experience is often more technically sharp and eager to code than someone who has been doing it since the early 2000s. Sure, you might get lucky and close a couple of positions by up-levelling candidates just because they fit the budget. But as a long-term business strategy? It’s a losing game. You end up with slower cycles, frustrated clients, and a pipeline full of Leads/Architects who won't touch a bug fix. #TechnicalRecruiting #JavaDeveloper #HiringStrategy #TechTalent #TexasJobs #StaffingInsight

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🚀 Understanding the H1B Visa – Simple Guide for Recruiters The H1B Visa is one of the most common work visas used in the US IT Staffing and Recruiting industry. It allows US companies to hire skilled foreign professionals in specialized fields like IT, Engineering, Finance, and Healthcare. 📄 What is an H1B Visa? The H1B is a non-immigrant work visa that allows foreign professionals to work in the United States for a specific employer. ✔ Mainly used for IT professionals ✔ Employer-sponsored visa ✔ Requires specialized skills and education ⏳ H1B Visa Validity • Initial validity: 3 years • Extension: Up to 6 years total • In some cases, can be extended beyond 6 years if Green Card process is in progress 🎓 Basic Requirements To qualify for H1B: ✔ Bachelor’s degree or higher (or equivalent experience) ✔ Job must be a specialty occupation ✔ Employer must file a petition with USCIS 📅 H1B Lottery Process Since demand is high, the US government conducts a lottery system every year. Key timeline: • March – H1B Registration • April – Lottery Results • October 1 – Employment Start Date 💼 Why Recruiters Must Understand H1B Understanding visa status helps recruiters: ✅ Know work authorization ✅ Identify transfer candidates ✅ Plan project timelines ✅ Ensure legal compliance Many consultants in US IT Staffing work on H1B transfers between employers, which makes visa knowledge very important for recruiters. 📌 Common Visa Terms Recruiters Should Know • H1B Transfer • H1B Amendment • H1B Extension • I-797 Approval Notice Understanding visa types makes you a stronger Technical Recruiter in the US Staffing Industry. 💡 #H1B #USStaffing #TechnicalRecruiting #ITRecruitment #VisaKnowledge #USITJobs #RecruiterTips

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Hiring one mid-level engineer in the U.S. under H-1B rules can cost ~$307,000 in the first year. In Pakistan, a comparable remote engineer costs $20,000–$35,000 per year. That’s a 10–15× saving. For the cost of one H-1B engineer in the U.S., a company could instead outsource an entire remote team in Pakistan including 1 Product Manager 3 Software Engineers 1 QA Tester 1 UI/UX Designer and still spend less than half of the U.S. cost. This allows startups and enterprises alike to deliver full projects offshore at a fraction of the budget. If even 5–10% of U.S. H-1B demand shifts offshore, Pakistan’s IT export revenues (currently ~$3.5–4B annually) could increase by $1–2B in 3 years. The disruption to Indian IT firms opens the door for Pakistan to capture more contracts, especially in software development, fintech, and product outsourcing. Pakistan’s cost advantage makes it attractive for outsourcing, but long-term success depends on more than low prices. To become a true strategic partner, the workforce must strengthen soft skills, business understanding, and professional setups like reliable internet, modern offices, and time-zone alignment.

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10 key skills companies look for when hiring software engineers, pay attention to the following skills #2, #7, & #8 to truly stand out! With my experience hiring software engineers for FAANG companies, I have noticed these are the top skills that make candidates stand out. Here is what companies prioritize in their hiring process: 1. Problem-solving skills: Can you break down complex challenges and find efficient solutions? 2. Strong fundamentals: A solid grasp of data structures, algorithms, system design, and architecture. 3. Technical expertise: Proficiency in programming languages (Python, Java, C++, etc.) and relevant frameworks. 4. Scalability & performance focus: Ability to design systems that can handle high traffic and optimize performance. 5. Product mindset: Engineers who understand business needs and build with end-users in mind. 6. Collaboration & communication: Working well with cross-functional teams, sharing ideas, and explaining solutions clearly. 7. Adaptability & continuous learning: Ability to learn new technologies, pivot when needed, and stay updated on industry trends. 8. Hands-on experience: Real-world project experience, open-source contributions, AI tools for efficiency or strong GitHub and portfolio presence. 9. Attention to detail: Writing clean, maintainable, and scalable code while ensuring system reliability. 10. Initiative & ownership: Engineers who take charge, drive projects, and don’t wait to be told what to do. Companies don’t just look for people who can write code, they seek engineers who can think, build, and innovate. The bottom line? If your fundamentals are solid, you will be a highly sought-after candidate for any role. Am I missing anything? Would you add anything to this list? 👉 DM me for any mentorship program to successfully land your dream tech role. Everyone Who Codes (EWC) has a simple mission: helping engineers get hired! 💼 Follow Lakshmi Marikumar for tech career & job search insights. Subscribe to our free newsletter on Substack: https://lnkd.in/gN83YA4H #FAANG #tier2 #tier3 #mockinterview #techinterviewprep #FAANGMentors #mentorship #softwareengineer #softwaredeveloper #jobsearch #joboffer #hiring #careercoach #machinelearning #AI #systemdesign #roadmap #careerguidance #DSA #ML  

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H-1B & OPT EAD – Important Clarification for Employers and Recruiters There has been a lot of confusion recently around H-1B hiring, especially regarding the discussion of a proposed $100K fee. I want to share an important clarification that many employers may not be aware of. The proposed $100K fee does not apply to OPT EAD candidates or individuals already in the United States. That discussion was related to new H-1B hires from outside the country, not students or professionals currently working here on OPT or STEM OPT. In reality, H-1B sponsorship for OPT candidates does not cost anywhere near a full month’s salary of an employee, and in many cases, the process is far more manageable than perceived. Unfortunately, due to misinformation, many companies hesitate to even consider international talent. From my experience and conversations, nearly 80% of companies are unclear about how the H-1B and OPT process actually works. I strongly encourage employers and hiring managers to: Evaluate talent based on skills and potential, not visa assumptions Support OPT EAD students and professionals who are already trained, contributing, and ready to add value View international talent as a long-term investment in innovation, productivity, and economic growth OPT professionals are already part of the U.S. workforce, contributing to teams, companies, and the broader economy. Supporting them today helps build a stronger workforce for the future. Let’s focus on hiring talent without unnecessary visa fear, and build teams that drive real growth. #F1 #H1B #OPT #STEMOPT #InternationalTalent #Hiring #Recruiters #TechHiring #WorkforceDevelopment #Inclusion #USJobs Repost for Reach and Awareness.

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