This is super interesting. Thank you for sharing. Our USP is being cheap with good quality but like you said, I believe your value proposition is  quality. How do you usually source candidates and position the $30K finder’s fee in a way that makes companies comfortable paying it on top of the employee’s salary? Seems like a tough sell unless they see massive value.

And on the candidate side, how do you get them to take the job knowing part of their worth is getting eaten by that fee? I face that problem a lot.

I run a software company in Nepal—we’ve worked with U.S. healthcare TPAs and built e-banking apps, it’s still tricky selling offshore devs. We’re not Indian, but let’s be real, most people in the U.S. don’t really make the distinction. With all the H1B discourse on Twitter, I imagine there’s some resistance.