Despite Brexit, UK startups can compete with Silicon Valley to win tech talent – gpgmail


Brexit has taken over discourse in the UK and beyond. In the UK alone, it is mentioned over 500 million times a day, in 92 million conversations — and for good reason. While the UK has yet to leave the EU, the impact of Brexit has already rippled through industries all over the world. The UK’s technology sector is no exception. While innovation endures in the midst of Brexit, data reveals that innovative companies are losing the ability to attract people from all over the world and are suffering from a substantial talent leak. 

It is no secret that the UK was already experiencing a talent shortage, even without the added pressure created by today’s political landscape. Technology is developing rapidly and demand for tech workers continues to outpace supply, creating a fiercely competitive hiring landscape.

The shortage of available tech talent has already created a deficit that could cost the UK £141 billion in GDP growth by 2028, stifling innovation. Now, with Brexit threatening the UK’s cosmopolitan tech landscape — and the economy at large — we may soon see international tech talent moving elsewhere; in fact, 60% of London businesses think they’ll lose access to tech talent once the UK leaves the EU.

So, how can UK-based companies proactively attract and retain top tech talent to prevent a Brexit brain drain? UK businesses must ensure that their hiring funnels are a top priority and focus on understanding what matters most to tech talent beyond salary, so that they don’t lose out to US tech hubs. 

Brexit aside, why is San Francisco more appealing than the UK?


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International students face immigration hurdles under Trump – gpgmail


This fall, nearly half a million international students will begin or return to STEM degree programs at U.S. colleges and universities. If you’re among them, congratulations — look forward to being wooed by talent-hungry U.S. tech firms when you graduate. But there’s bad news, too: Under current immigration rules, switching from a student visa to an employment visa can be tricky, so it’s important to understand what’s required and how the latest policy upheavals could impact your journey.

In theory, it’s a great time to be a STEM graduate. U.S. STEM jobs are expected to grow by nearly 11% — or about 10.3 million positions — between 2016 and 2026, faster than all U.S. occupations. In practice, however, it can be tough for international students to secure permanent residence in the United States. The H-1B skilled-worker visa system is badly clogged; a federal lawsuit could slam the door on many STEM graduates, and the White House is shaking up both the skilled-worker and student visa systems.

But don’t despair: There’s still a pathway to a future in the United States — you just might face a bumpy ride. Whether you’re starting your studies or preparing to graduate, it’s crucial to understand your options.

Getting an employment-based visa

An employment-based green card requires an executive-level job, a truly extraordinary résumé, or an employer willing to pony up thousands of dollars in fees and labor-certification costs. Because it’s hard to get a green card, most international STEM students aim for an H-1B visa, which lets you work for a specified U.S. employer for up to six years. It’s not a permanent solution, but it can be a useful launchpad for your career.

Even getting an H-1B isn’t easy, though. There’s a hard cap on H-1Bs: This year, there were more than 200,000 applicants vying for just 85,000 visas. Recipients are selected via lottery, and while you could land an H-1B on your first attempt, many tech workers have to try again — and again, and again — before they finally get lucky.

In the meantime, international students typically start out using the temporary work authorization through their student visa until they transfer to an H-1B. 

Let’s dig into the details of what’s allowed under your student visa: 

If you’re on an F-1 visa

Image via Getty Images / South_agency

The F-1 student visa is one of the main on-ramps to the U.S. tech sector for foreign-born workers. That’s largely thanks to Bush- and Obama-era changes that expanded the Optional Practical Training (OPT) program, which allows F-1 holders to work at American companies after graduating, from 12 to 36 months. 

Graduates with multiple STEM degrees (such as a bachelor’s and master’s degrees) can also chain together their OPT periods, working for up to six years in total before switching to another visa. That’s great news because each year of OPT is another chance to play the H-1B lottery, increasing your odds of winning a visa. 

To use OPT, you’ll need to get a work permit (“Employment Authorization Document,” or EAD) as you near graduation. You’ll also need to file for visa extensions in order to make the most of your OPT entitlement. 

If you’re on a J-1 visa

Similar to the F-1, the J-1 visa is designed for students involved in cultural exchange programs or who receive substantial funding from governments or institutions. 

As a J-1 student, you won’t get OPT but 18 months of Academic Training (AT). Any internships or jobs you take during your studies will count toward your AT allotment, so it’s possible to finish your degree with less than 18 months of work authorization remaining. And while a second 18-month AT period is available for postdoctoral research, there’s no automatic extension for STEM degree holders: Once your 18 months are up, you’ll need to leave the United States.

There’s another catch: Many J-1 visas come with a home residency requirement (HRR), requiring holders to return to their home country for two years before seeking a work-based or family-sponsored U.S. visa — that or apply for an HRR waiver

If you’re on an M-1 visa

The M-1 visa is used by students at technical and vocational schools, not academic programs. As student visas go, it’s very restrictive: You won’t be able to work off-campus and can’t work for more than six months. You also won’t be able to switch to an F-1 visa and won’t find it easy to transition to an H-1B. If you hope to stay in the United States long-term, think carefully about whether an M-1 is right for you.

No job lined up?

If you don’t have a job offer, there are other ways to stay in the United States after finishing your studies. One popular option is to enter a graduate program: Getting a master’s degree could extend your student visa by a year or two, while upgrading to a PhD program could get you several additional years. In fact, an advanced U.S. degree under your belt effectively doubles your chances of getting an H-1B in the same lottery. 

If you can’t find work and don’t want to keep studying, you’ll need existing family ties to a U.S. citizen or lawful permanent resident (green card holder). If you’re the direct relative of one (for example, a spouse or child), then things are relatively easier: You have a clear path toward a family-based green card, allowing you to live and work permanently in the United States. That’s true even if you’ve become a family member through marriage: You’ll be able to obtain a marriage-based green card more quickly and easily than an H-1B or other employment-based green cards.

If you’re the spouse or child of someone on a temporary visa, such as an H-1B or O-1 visa holder, you can usually obtain a dependent’s visa. Such visas often allow you to study, but you won’t qualify for OPT after graduating. It’s also getting harder for H4 visa holders to obtain work permits, so don’t count on using a dependent’s visa to launch your career in Silicon Valley. In many cases, OPT is still a better springboard to an H-1B or green card.

If the person who claims you as a dependent applies for permanent residence, you may be able to get a green card through “derivative” benefits, meaning their green card eligibility trickles down to you.  

Next step: Mark your calendar

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Image via Getty Images / normaals

Whatever immigration status you currently have or want to get, you’ll need to plan ahead. In some cases, you might need to start planning your next step almost as soon as you begin your studies, in order to make sure you aren’t left without a valid visa.

  • For graduate study: Update your existing student visa before the end of the 60-day grace period (for F-1 visas) or 30-day grace period (for J-1 visas) following the program completion date listed on your Student and Exchange Visitor Information System (SEVIS) record and I-20 or DS-2019 form. 
  • For F-1 OPT: Apply no sooner than 90 days before and no later than 60 days after completing your studies. If your official completion date is June 1, 2020, for instance, you can apply for OPT between March 3 and July 31 of that year.
  • For J-1 AT: Apply shortly before your program ends. Your school will facilitate your AT application and will set its own deadline to process your paperwork before the end of your studies, but your AT must begin no later than 30 days after completing your program.
  • For H-1B visas: Play the annual visa lottery held in early April. You’ll need a job offer lined up well in advance from an employer who’s willing to sponsor you. You can’t begin working until your H-1B is approved, unless you have separate work authorization through OPT, AT, or some other means.
  • For employment-based green cards: The timeline depends on your specific green card category, but you’ll generally wait months or years
  • For green cards through marriage to a U.S. citizen: You’ll typically wait 10–13 months, but you’ll be able to stay in the United States while in the meantime, even if your student visa expires.
  • For green cards through marriage to a permanent resident: You’ll typically wait 29–38 months, but you’ll need another valid visa, such as an unexpired F-1, for the first 11–15 months.
  • For family-based green cards (other than for spouses and children of U.S. citizens): You might face a lengthy wait depending on your relationship to your sponsoring relative and home country

Whatever your plans, remember that immigration rules are constantly changing — and seldom in ways that benefit new immigrants. If you can, file your visa or green card application right away to avoid nasty surprises.

Trouble coming down the line

It’s important not only to understand your current visa but also to recognize that the U.S. immigration system is in flux — and many of the planned changes spell bad news even for immigrants with advanced degrees and vitally needed skills. 

The new public charge rule, for instance, will make it harder to get a green card if you’ve used public benefits and allows the U.S. government to deny your application if they suspect you’ll fall on hard times in the future. For STEM grads with solid job offers, that might not seem like a major concern, but the new rule will apply even to those on temporary visas, including H-1Bs, who wish to extend or change their immigration status. At the least, it’s a sign of how much harder the immigration process is getting.

The Trump administration is also targeting students with a new “unlawful presence” rule that imposes tough punishments for minor violations of student visa terms. Fortunately, the rule is tied up in court, but if it goes through, it could lead to lengthy bans on future work visas if you overstay on your student visa, work in ways that aren’t authorized, or otherwise fail to play by the rules.

Such changes underscore the importance of doing your own due diligence and not simply relying on your college or employer to steer you right. Figuring out your immigration options can feel overwhelming — but as the many thousands of foreign-born STEM graduates who’ve successfully built careers in the United States can tell you, it’s well worth the effort.

Get your pressing immigration questions answered

Have a question about the complex and shifting immigration process? Boundless can help. Please send your immigration-related questions to our resident immigration expert, Anjana Prasad, at ask.anjana@boundless.com. We will consider your question for a future column on the Boundless blog.


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Agave wants to fill the need Google Hire’s impending shutdown will create – gpgmail


With the scheduled 2020 shutdown of Google Hire, the tech giant’s applicant tracking system, there’s more room for startups to emerge as the go-to tool for hiring managers. Agave, which has $1 million in funding from SV Angel, Box Group and others, is aiming to serve that need.

Agave is a free hiring platform that offers job postings, hosted career pages, customer relationship management tools and full API read and write access. Agave also offers two paid tiers, ranging from $2 per user a month to $6 per user a month, which offer features like automated e-mail follow-up services, interview scheduling or pre-formulated offer letters. It’s available today, but it’s still early days in invite-only mode.

Similar to Google Hire, Agave is focused on small- to medium-sized businesses — anywhere from 20 to 500 employees.

“That’s the sweet spot,” Agave founder Jared Tame told gpgmail. “After 20 people, companies tap out their referral networks and need to get more active about sourcing talent. After a certain point, it makes sense to use an ATS because the processes start to break down.”

Tame started the company because of his own experience working as a hiring manager and feeling frustrated with some of the products out there, he said.

Despite Google Hire’s impending shutdown, Agave still faces other competitors in the space, including Lever, which has $72.8 million in funding and Greenhouse, which has $110.1 million in funding. Right now, Agave has a handful of startups using its platform but is hoping to entice additional customers with its 48-hour guarantee for migrations from Google Hire to Agave.


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HP CEO steps down, citing ‘family health matter’ – gpgmail


HP Inc. announced this afternoon that Dion Weisler is stepping down as president and CEO. The executive cited a “family health matter” in his decision, noting that he will be returning home to Australia.

The company already has a successor lined up, as its president of Imaging, Printing and Solutions, Enrique Lores, got unanimous approval from its board of directors. Lores will be assuming the top spot on November 1.

“Enrique is an inspiring and proven business leader and is the right person to lead HP into the future. Since the time of separation, the board has had an ongoing and diligent succession planning process that included vetting and benchmarking internal and external candidates,” board of directors chair Chip Bergh said in a statement. “Through this rigorous process, Enrique emerged as the board’s unanimous choice as successor and we are confident he will build on the company’s progress and capitalize on new opportunities.”

Meantime, Weisler is set to stay on the company’s board of directors through HP’s next shareholder meeting in order to “ensure a seamless transition.” That will keep him around through January of 2020. Weisler joined the company in 2012, becoming CEO in 2015 when HP split from HP Enterprise.

Lores’s history with the company reaches back much further. As HP notes, he joined the staff 30 years back, as an engineering intern.

“Thirty years ago, I was drawn to HP by the company’s unique ability to bring out the best of humanity through the power of technology,” Lores said in a statement. “The opportunities ahead are vast and the need for us to keep reinventing is more important than ever. I continue to be inspired by our customers, partners and employees, who are turning bold ideas into meaningful innovations. This is where we will set our sights for the future.”

The news arrived as part of the Bay Area-based printing company’s third-quarter earnings.


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How Dropbox, Nike, Salesforce, MailChimp, Google and Pepsi welcome their new hires – gpgmail


The first day of work at a new job can be very stressful. The unfamiliar surroundings and onslaught of new material can cause new hires some degree of discomfort. But sometimes the atmosphere at the new company can be welcoming and can help counteract the stress.

Different companies have their own traditions to help make this transition period more comfortable and memorable for new hires. Some of these traditions include:

  • Team-building day trips for new hires
  • Breakfast with the CEO
  • Tours of the best cafes, parks, and other spots in the neighborhood
  • Office “quests” (or some other gamification of onboarding)
  • Personalized onboarding programs or interactive company academies

Usually, only employees can experience these traditions. But there’s one new-hire tradition that has become extremely popular and often highly publicized: the “welcome kit”.

Welcome kits usually contain a hodgepodge of items that employees will need on the job (pens, notebooks, books, etc.) and things to make employees feel welcome (clothing, stickers, water bottles, or more unusual items — often with the company name or logo on them).

To get a sense of how different companies handle their kits, we talked to four successful startups about their welcome kits in the article below, followed by our look at a dozen more:

Table of Contents:

This article is based on the personal welcome kit collection of Vladimir Polo, founder of AcademyOcean. AcademyOcean is a tool for interactive onboarding and training (and Vladimir Polo is a fan of welcome kits).

Dropbox




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We Are Off The Record – gpgmail


Unlike most agencies, We Are Off The Record’s (WAOTR) mission is to advise and train in-house growth teams to scale their business. CEO and founder Bas Prass prides his team’s “train and transfer method” because it has allowed them to work with tech startups and giant corporations from all around the world. WAOTR is based in the Netherlands, but learn more about their approach to growth, agency values, and more.

Logo Stacked Center Black 1

Image via We Are Off the Record

WAOTR’s unique approach to growth:

“As far as I know, we’re still the only growth bureau in Europe with our approach to growth — we help startups from within. We work with their in-house teams, which means we are literally in the same room as our clients. We want to lead by example. I don’t believe in any other approach anymore because growth has to come from within the business itself.”

“WAOTR walks the talk: they actually do growth instead of solely advising.” Rutger Planken, Rotterdam, The Netherlands, Director & Founder, FoodServicehub

WAOTR’s ideal client:

“Our ideal clients are the ones that understand that growth takes time and doesn’t happen overnight. They understand that we need to touch multiple domains within their business and that growth isn’t only in the marketing or product department but in the entire culture of the company. This is also the reason we insist to work with founders and/or want involvement from C-level positions.”

designer fast facts 32

Below, you’ll find the rest of the founder reviews, the full interview, and more details like pricing and fee structures. This profile is part of our ongoing series covering startup growth marketing agencies with whom founders love to work, based on this survey and our own research. The survey is open indefinitely, so please fill it out if you haven’t already. 

Q&A with We Are Off The Record Founder & CEO Bas Prass

Bas Prass TC

Yvonne Leow: How did you become a growth marketer and start working with tech startups? 

Bas Prass: I started designing websites and building websites at the age of twelve and quickly figured out how to survive in the digital jungle. I learned by doing and was pretty active within online communities.


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IAC acquires nursing marketplace NurseFly for $15M – gpgmail


NurseFly, a startup that’s created a job marketplace for short-term nursing positions, is announcing its acquisition by holding company IAC.

While the companies aren’t disclosing the deal terms, a source with knowledge of the acquisition said the price was $15 million.

Co-founder and CEO Parth Bhakta told me that hospitals often hire travel nurses (signed for contracts of 13 weeks or a few months) when there’s a staffing shortage, or just because of seasonal needs. He said job sites aren’t really designed to fill these positions, while the existing, offline hiring process is “opaque,” where a nurse’s application “kind of goes into a black hole.”

On NurseFly, on the other hand, nurses can compare multiple offers, chat with employers and research the cost-of-living in different locations. The startup works directly with staffing agencies, charging them a subscription fee (the nurses use the site for free) for access to a pool of qualified candidates who have already provided the necessary documentation.

The startup was founded in 2017 and says it currently has more than 30,000 active job listings, with revenue growing 6x year-over-year. It’s headquartered in San Francisco and recently opened an additional office in Denver.

Bhakta described IAC as the “perfect partner” to help NurseFly “really go after the opportunity with additional resources, really go after it more aggressively with a larger team and organization, to create the best place for healthcare job seekers.”

Bhakta and his co-founder/CTO Eric Conner will continue to lead NurseFly post-acquisition. The company will become part of IAC’s Emerging & Other segment, which already includes staffing platform Bluecrew, and Bluecrew CEO Adam Roston will become NurseFly’s chairman.


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Torch CEO and Well Clinic founder Cameron Yarbrough on mental health & coaching – gpgmail


There has long been a stigma associated with therapy and mental health coaching, a stigma that is even more pronounced in the business world, despite considerable evidence of the efficacy of these services. One of the organizations that has set out to change this negative association is Torch, a startup that combines the therapeutic benefits of executive coaching with data-driven analytics to track outcomes.

Yet, as Torch co-founder and CEO Cameron Yarbrough explains in this Breaking Into Startups episode, the startup wasn’t initially a tech-oriented enterprise. At first, Yarbrough drew on his years of experience as a marriage and family counselor as he made the transition into executive coaching, even referring to the early iterations of Torch as little more than “a matchmaking service between coaches and professionals.”

In time, Yarbrough identified a virtually untapped market for executive coaching — one that, by his estimate, could amount to a $15 billion industry. To demonstrate to investors the great potential of this growing market, he first built up a clientele that provided Torch with sufficient recurring revenue and low churn rate.

Only then was Yarbrough able to raise a $2.4 million seed round from Initialized Capital, Y Combinator, and other investors, convincing them that data analytics software could enhance the coaching process — as well as coach recruitment — enough to effectively “productize feedback,” as he puts it.

For Yarbrough and Torch, “productizing feedback” involves certain well-known business strategies that complement traditional coaching methods. For instance, Torch’s coaching procedure includes a “360 review,” a performance review system that incorporates feedback from all angles, including an employee’s manager, peers, and other people within an organization who have knowledge of the employee’s work.

The 360 review is coupled with an OKR platform, which provides HR departments and other interested parties with the metrics and analytics to track employee progress through the program. This combination is designed to promote the development of soft skills, which in turn drive leadership.

Torch has achieved considerable success, landing several influential clients in the tech sector through its B2B approach. But Yarbrough is clear that his goal with the company is to “democratize” access to professional coaching, in hopes of providing the same kind of mental health counseling and support to employees in all levels of an organization.

In this episode, Yarbrough discusses the history and trajectory of Torch, his experience scaling a company many considered unscalable, and the methods he uses to manage his own emotional and mental health as the CEO of an expanding startup. Yarbrough offers insights into the feelings of anxiety and dread common among entrepreneurs and provides a close look at how he has found business and personal success with Torch.


Breaking Into Startups: There’s a difference between a mentor and a coach. Today, I want to talk about that difference and in addition to the intersection between business and psychology, What Cameron Yarbrough, CEO of Torch and Founder of Well Clinic.

If you’re someone that is looking for a mentor or a coach as you break into tech, or if you just want to be surrounded by peers, make sure you download the Career Karma app by going to www.breakingintostartups.com/download.

On today’s episode, you’re going to understand the importance of therapy, mental health and coaches, as well as how historically, it has been inaccessible to people and how Cameron is using his background to democratize this for the world.

If this is your first time listening to the Breaking Startups Podcast, make sure you leave a review on iTunes and tell your friends. Listen to it on Soundcloud and talk about it on Spotify. If you have any feedback for us, positive or negative, please let us know. Without further ado, let’s break-in.

Cameron Yarbrough is the CEO of Torch. He’s one of the best executive coaches in the world. Not only are we going to be talking about coaching and mentoring for executives, but we’ll also be talking about coaching in general for everyone. We’re going to go into how he created his company.


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Which immigration headlines should you care about? – gpgmail


Foreign-born tech workers shouldn’t panic — or bury their heads in the sand

Newsflash! President Donald Trump is planning to deport naturalized U.S. citizens, force H-1B visa holders to return to their home countries, and revoke the green cards of lawful permanent residents. He also wants to deport the Dreamers and evict millions of other immigrants from the country. Or wait — maybe he’s planning to increase visas for skilled workers, open the door to foreign-born researchers, protect DACA recipients, and — for an encore — bar himself from the United States.

Feel like you’ve got whiplash yet? Welcome to the nerve-wracking world of U.S. immigration policy — a strange place at the best of times but one made all the more confusing by the weaponization of immigration issues for political gain and the media’s continuing failure to cut through the spin.

Tech workers are better prepared than most to cope with a torrent of torrid immigration headlines, continuously amplified and distorted by Twitter rumors, Slack chatter, and credulous Facebook reposts. Still, the sheer volume of immigration news makes it hard to know what to pay attention to — and with 71 percent of Silicon Valley’s techies born outside the United States, this isn’t simply a theoretical problem. If you, your loved ones, colleagues, or staff are immigrants, then you need to learn to separate the signal from the noise.

So how can you tell the real deal from the real fake news? There’s no simple answer, but to keep you safe — and keep your heart rate in check — here are a few ground rules to help you figure out which headlines are worth taking seriously:

Whose headline is it anyway?


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