Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
The world of work no longer needs a passport. For years, the dominant route to tapping global talent was to physically bring professionals to the U.S. — building tech empires in Silicon Valley or financial powerhouses on Wall Street. But that system has been steadily giving way to remote work.
Now, with a potential $100,000 price tag on each H-1B visa, this shift gains financial urgency. What might seem like a simple immigration policy could become a pivotal moment in redefining how and where work gets done.
Instead of bringing people to jobs, jobs will go where the people are.
From Relocating Talent to Relocating Work
This new cost barrier is likely to change the direction of global employment. Rather than flying in talent, organizations may increasingly deliver work to overseas professionals.
While employee preferences have steered the remote work discussion so far, this policy injects a new financial layer into the equation. Relocation will become a luxury reserved for elite, hard-to-replace roles.
For most others, the work will follow them to their location.
Despite some executives doubling down on return-to-office policies, legislation like this nudges businesses toward greater global decentralization. We’re likely to see more investment in international delivery hubs, distributed teams, and remote-first infrastructure.
Ironically, the new visa fee may be the most compelling argument yet for the “work from anywhere” model.
India’s Global Capability Centers (GCCs) are already positioning this change as a major win. Their case is simple: why would U.S. firms shell out six figures per visa when they can shift operations to India and tap into the talent there? They’re not wrong.
This moment reinforces a growing truth: organizations must stop thinking of their teams in terms of headquarters and remote satellites. With fewer experts making their way to the U.S., companies will increasingly nurture innovation ecosystems abroad — from AI clusters in Canada and biotech in Southeast Asia to fintech hotspots in Africa.
The outcome is a more distributed and diverse innovation economy. Over time, this can rebalance economic power toward countries that retain and develop local talent pools.
But this isn’t just about where work gets done — it also redefines how companies think about talent development and organizational culture.
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Building Careers Without Crossing Borders
A $100,000 visa fee doesn’t just complicate hiring — it could reroute entire career paths. Only roles of the highest strategic importance will warrant such a steep investment. For the majority of skilled professionals, moving to the U.S. may no longer be a viable goal.
Employers in the U.S. will need to double down on cultivating talent both locally and across globally dispersed teams. Dependence on a pipeline of foreign workers will diminish.
In response, businesses will need to ramp up efforts in reskilling, strengthen university partnerships, and implement apprenticeship programs to stay competitive.
For professionals worldwide, the new reality is this: careers will increasingly be built within local ecosystems that are digitally linked to the global economy. The real competitive edge isn’t the ability to migrate — it’s the capacity to operate fluidly across platforms, sectors, and geographies in a hyperconnected work environment.
Rethinking Culture in a Borderless World
When location is no longer a prerequisite for joining a company, fostering a sense of belonging becomes less about physical proximity and more about emotional and cultural connection. Office perks and the prestige of being at HQ take a back seat to strong leadership, aligned values, and shared digital communities.
Just like sports fans can feel deep loyalty to teams they’ve never seen live, employees must feel part of a company culture that reaches them wherever they are. The idea of culture has to break out of the corporate office and embed itself in every corner of a distributed workforce.
This evolution will further fuel the adoption of tech that supports borderless collaboration. AI-enhanced teamwork tools, compliance platforms, and global payroll systems are becoming essential infrastructure. What was once considered supplementary HR tech is quickly becoming the core of modern workforce operations.
A Fork in the Road: Barrier or Catalyst?
There are two ways to view this policy shift. One is as a setback for the U.S., which is tightening access while other nations fast-track international talent with streamlined visas and digital nomad programs.
The other is to see it as a catalyst — a nudge for American companies to fully pivot toward global, digital-first talent strategies. And those strategies are far more compatible with the evolving world of work than legacy models built around physical clustering.
Work is becoming borderless. Work is becoming digital. Companies that recognize and act on this now won’t just adapt — they’ll lead. By shaping systems, cultures, and career pathways that move as fluidly as talent does, they’ll be the ones defining the next era of work.
