Alternatives for the H-1B Visa: Rethinking Global Hiring Strategies in 2025

The H-1B visa has long been the cornerstone of how U.S. companies bring in specialized talent. From software engineers to financial analysts, employers have relied on this program to fill skills gaps that the domestic market couldn’t meet.

But the landscape is shifting. Recent changes, including a new $100,000 petition fee for new H-1B applicants outside the United States (uscis.gov), are reshaping the cost equation for employers. For many, this adds another layer of uncertainty to an already complex immigration system built on lotteries, quotas, and policy changes.

This development is not about politics alone, it’s about talent strategy. For global businesses competing in fast-moving industries, every delay in accessing the right talent is a lost opportunity.

So the question is no longer who to hire, but the question becomes: Where do companies go from here to find them? This article explores one of the alternatives to H-1B visa to building a distributed team in Southeast Asia.

The Real Impact on Employers

The challenges with the traditional U.S.-centric hiring model are becoming clearer. While it’s still early days, three key implications stand out:

1. Rising Cost of a Single Hire

A $100,000 fee fundamentally changes the economics of sponsoring foreign professionals. What used to be a manageable investment is now equivalent to the annual salary of a mid-level professional.

2. Greater Uncertainty in Workforce Planning

The visa lottery system has always been unpredictable. Adding higher upfront costs may discourage companies from even entering the process, creating pressure on workforce planning and project timelines.

3. Risk of Concentration

Over-reliance on the U.S. as the sole talent hub increases exposure to policy shifts. The more “all eggs in one basket” the higher the vulnerability.

None of these challenges are insurmountable, but they do require employers to think differently about where and how they access talent.

Southeast Asia as a Strategic Alternative

For companies exploring new models of workforce distribution, Southeast Asia offers a compelling path forward, especially at this current moment. Here’s why:

• Depth of Talent: The region is home to over 680 million people and a fast-growing pool of professionals in technology, finance, and marketing. Employers don’t need to wait for a visa slot, the talent is already here.
• Cost Efficiency: Salaries and operating costs in Southeast Asia are often at least 40 to 70% lower compared to the U.S., enabling companies to stretch budgets further without compromising quality.
• Speed to Market: Instead of waiting months for visa processing, employers can hire within weeks through local recruitment and Employer of Record (EOR) models.
• Regional Resilience: By diversifying talent hubs across multiple countries, businesses reduce dependency on any single policy environment.

How Glints TalentHub Helps Companies Rethink Hiring

At Glints TalentHub, we work with companies globally to build and manage teams in Southeast Asia, turning global hiring challenges into growth opportunities.

• Recruitment Engine: Access a network of 10 million+ professionals across Southeast Asia, with local recruiters and operators who understand both global requirements and local nuances to find your perfect fit.
• EOR Solution: Hire compliantly across borders without setting up entities. From contracts to payroll, we manage the complexity so you can focus on building.
• PEO Services: Already have a local entity? We provide on-ground HR and compliance support so your teams stay aligned and compliant.
• Platform + Human Support: Our platform streamlines daily HR operations, while our on-the-ground experts ensure teams are supported and retained.

The result? Companies can reinvest what they might have spent on one H-1B petition into building an entire team in Southeast Asia.

Read related article: https://talenthub.glints.com/en-sg/blog/deel-and-remotecom-alternative-in-southeast-asia

A Balanced View: It’s Not “Either Or”

To be clear, this isn’t about abandoning the H-1B route altogether. Many U.S. companies will continue to benefit from bringing in skilled professionals. But in light of new costs and restrictions, it’s worth exploring a “both-and” strategy:

• Use H-1B to meet critical, on-site leadership or specialized roles in the U.S.
• Build distributed teams in Southeast Asia for functions that can operate remotely or in regional hubs, such as software development, customer support, or digital marketing.

This blended approach allows companies to stay agile while ensuring access to the skills they need, without being at the mercy of shifting immigration policies.

Closing Thought

Global hiring is entering a new chapter. As immigration pathways tighten in some parts of the world, opportunities are opening elsewhere. Forward-thinking companies will not only react to these changes, but also use them as a catalyst to diversify and future-proof their workforce strategies.

Southeast Asia is ready. The question is: Are you ready to build your next talent hub here?

This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.

Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.

Schedule a no-obligation consultation with our experts to receive a tailored proposal today!