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The world of work is being redrawn. From U.S. visa reforms to renewed trade barriers and rising labor costs, companies that once relied on domestic hiring are rethinking everything about where and how they build their teams.
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The H-1B Visa Ruling: The catalyst for change |
The recent tightening of H-1B visa rules has made hiring foreign talent in the U.S. far costlier. Increased filing fees, stricter eligibility checks, and fewer approvals are driving companies to ask: “If global talent can’t come to us, can we go to the talent?"
The answer is a yes - through a distributed, compliant global workforce strategy that taps into new markets while staying agile and cost-efficient. |
Why going global makes strategic sense |
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Diversification of risk Trade tensions and tariffs from China to the EU have created unpredictable costs and fragile supply chains. A geographically diverse workforce helps avoid overdependence on any one region Flexibility amid regulatory flux The rollback of Biden-era labor policies and fragmented rules under Trump-era frameworks has made domestic compliance more complex. Global teams let companies adapt locally while scaling globally Access to high-skill, cost-efficient talent Rising U.S. wages and limited mobility make it practical to hire where the skills are:- in India, Southeast Asia, and Eastern Europe without compromising quality Business continuity and resilience A distributed team ensures that tariff shocks, political disruptions, or regional slowdowns don’t halt your operations or service delivery Cultural and market intelligence Local employees provide critical insights into customer behavior, cultural nuances, and compliance landscapes, essential in today’s “G-Zero” world, where no single power dominates |
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India: The opportunity and the compliance maze |
India is one of the most attractive talent destinations globally, but hiring there without a legal entity is complex. |
A firm cannot issue employment contracts or deduct taxes legally without registering a local entity Statutory obligations like EPF, ESI, and Gratuity apply even to remote workers Data protection under the Digital Personal Data Protection Act (2023) requires strict compliance Without a registered entity, your only compliant option is to partner with an Employer of Record (EOR) |
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Why P.R.GLOLINKS is the ideal EOR partner |
We enable U.S. companies to hire in India without setting up a local subsidiary, while ensuring every aspect of compliance, payroll, and employee management is handled transparently. |
Compliant, fast onboarding: hire in days, not months Full statutory compliance: EPF, ESI, tax, gratuity, benefits Data-secure operations: aligned with India’s data protection laws Strategic HR guidance: blending local insight with global standards |
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P.R.GLOlinks enables global expansion |
In a world of tariff shifts, visa restrictions, and labor cost volatility, a global workforce strategy is essential. Building distributed teams through trusted partners like P.R.GLOLINKS helps you stay compliant, resilient, and ready for whatever comes next.
The smartest companies don't wait for borders to open. They hire beyond them. Schedule a call with us to know more |
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