On September 21, 2025, President Donald Trump issued a new federal proclamation that introduced a $100,000 fee for new H-1B visa petitions, creating immediate uncertainty for recruiting agencies, staffing firms, and hiring teams across the industry.
If you’re wondering what this means for your current placements, upcoming searches, or 2026 hiring plans, you’re not alone. The change is significant and likely to reshape how companies approach international talent acquisition and where they focus their recruiting efforts.
We’ve compiled the key facts, answered the most common questions we’re hearing, and outlined what recruiting professionals need to know to navigate this shift.
What Does the Proclamation Mean for Your Hiring Strategy?
Starting September 21, 2025, employers must pay a $100,000 fee for each new H-1B visa petition when bringing specialized workers from abroad. This fee is a significant cost increase that will influence how many companies approach international hiring.
Here’s what recruiters need to know about the specifics:
The fee applies only to new petitions. If you’re working with clients who have existing H-1B employees, those workers aren’t currently affected by this change. Renewals, job changes, amendments, or transfers for current U.S.-based H-1B holders continue without the additional fee.
More changes are coming. The proclamation signals additional rulemaking that will impact prevailing wage requirements and prioritize higher-skilled, higher-paid positions in the H-1B selection process. These changes aim to favor candidates with greater specialized skills and higher compensation packages.
This isn’t permanent—yet. The proclamation remains in effect for 12 months, subject to review and potential extension. However, the regulatory changes around wage requirements and skill prioritization may have longer-lasting effects on how H-1B petitions are evaluated.
Frequently Asked Questions
Does this fee apply to all H-1B visa actions?
No. The $100,000 fee only affects new petitions for candidates currently outside the U.S. after September 21, 2025. Current H-1B holders already in the U.S. can still change jobs, receive amendments to their status, or renew their visas without incurring this fee.
Does this prevent companies from hiring international tech talent?
Not directly, but the cost is likely to be prohibitive to most organizations. The policy increases the financial barrier for new H-1B petitions but doesn’t prohibit companies from hiring international candidates. Companies can still sponsor new H-1B workers—they’ll just need to factor in the substantial upfront cost. Organizations can also continue hiring international candidates who already hold valid H-1B status in the U.S. Organizations with international offices can also hire tech talent locally.
How will this impact the available talent pool?
Expect the volume of new international candidates entering the U.S. job market to decrease, particularly for mid-level positions where the $100,000 fee represents a larger barrier. This shift will likely increase competition for U.S.-based tech professionals and workers eligible for green cards.
Are smaller employers and startups affected differently?
Yes. The flat $100,000 fee creates a disproportionate burden for smaller companies and startups compared to large enterprises. A startup hiring a $120,000 developer faces nearly doubling their first-year investment, while a Fortune 500 company hiring a for a more expensive, highly specialized skill set sees a smaller relative impact. When you work with organizations to fill a placement, it will be important to pay attention to the mindset shift regarding the cost of hiring international talent.
Will there be changes to how H-1B petitions are prioritized?
The proclamation signals upcoming regulatory changes that will favor higher wages and greater specialized skills in the petition selection process. While specific details aren’t finalized, expect the lottery system to evolve toward a merit-based approach that prioritizes higher-paid, more specialized roles.
Where can I find the latest compliance guidance?
For up-to-date information, check USCIS.gov for official FAQs and policy updates. The White House website also provides current proclamation text and implementation details. Since regulations continue evolving, bookmark these official sources rather than relying on third-party interpretations.
How Will This Impact Your Talent Acquisition Process?
Recruiters and staffing agencies will now need to navigate a new set of challenges and opportunities. Here’s how different players in the market are likely to be affected:
For Recruiting Agencies: Your clients will need broader sourcing strategies focused on U.S.-based talent with in-demand technical skills. The companies that previously relied heavily on international hiring may now turn to agencies specializing in domestic placements. This represents an opportunity to expand your expertise in sourcing U.S. tech professionals, particularly those with specialized skills.
Clients will also need support evaluating their budgets and timelines. The $100,000 fee changes the math on international hiring, and companies will want guidance on alternative approaches, from green card sponsorship to expanding their search within the existing U.S. workforce.
For Staffing Firms: Contract and contract-to-hire opportunities may increase as companies test new approaches to accessing specialized skills without committing to the H-1B investment. Organizations might prefer to evaluate international talent through extended contract arrangements before deciding whether the visa sponsorship cost makes sense.
For In-House Recruiting Teams: Expect requests for more detailed workforce planning around visa status. You’ll need better visibility into your candidate pipeline, including who already has work authorization, who might qualify for other visa categories, and who would require the new H-1B investment.
The regional tech labor market will likely become more competitive, particularly for specialized skills that companies previously sourced internationally. This means faster hiring cycles and potentially higher compensation packages for U.S.-based candidates with in-demand expertise.
What Resources Can Help You Navigate These Changes?
Succeeding in this shifted landscape requires adaptability and the right tools to find qualified talent efficiently.
Enhanced Search and Filtering Capabilities: Visa status filtering becomes crucial for recruiters managing client expectations and pipeline planning. Being able to quickly identify candidates by work authorization status helps you match opportunities with realistic hiring timelines and budgets.
Access to U.S.-Based Tech Talent: With reduced international hiring, access to comprehensive databases of U.S. tech professionals becomes more valuable. Platforms with large, searchable communities of domestic tech talent provide the depth needed to fill specialized roles that might have previously gone to H-1B candidates.
Data-Driven Market Insights: Understanding compensation trends, skill availability, and regional talent distribution helps agencies and hiring teams make strategic decisions without guesswork. Real-time market data becomes essential for advising clients on realistic hiring expectations and budget planning.
Industry Intelligence: Staying current with policy developments and market shifts helps you advise clients proactively rather than reactively. The tech hiring landscape changes quickly, and having trusted sources for industry intelligence keeps you ahead of client questions.
Dice’s community includes 7.5 million tech professionals, with 3.6 million searchable profiles—representing one of the largest pools of U.S.-based tech talent available to recruiting professionals. Tools that provide visa status filtering, skills-based search, and market insights become increasingly important for navigating this more complex hiring environment. Learn more about how Dice can help.
How Do You Stay Prepared for What’s Next?
Tech talent acquisition has always required adaptability, but this policy shift accelerates the need for strategic thinking and diverse sourcing approaches.
Focus on building expertise in domestic tech talent sourcing. The skills that made recruiters successful in international placement—understanding technical requirements, assessing cultural fit, managing complex processes—transfer directly to finding exceptional U.S.-based candidates. The difference is knowing where to look and how to efficiently identify the right matches.
Develop stronger relationships with your existing network of U.S. tech professionals. Referrals and passive candidate development become more important when the international pipeline tightens. The best recruiters have always known that great hires often come through connections rather than job postings.
Stay informed about policy developments, but don’t get paralyzed by uncertainty. The 12-month timeline on this proclamation means changes could come again. What won’t change is the fundamental need for companies to find skilled tech professionals who can drive their business forward.
Most importantly, position yourself as a strategic partner rather than just a sourcing service. Clients facing new hiring complexities need advisors who understand both the technical requirements and the regulatory landscape. The agencies and recruiters who thrive will be those who help companies navigate uncertainty with confidence.
The tech industry has weathered regulatory changes, economic shifts, and market volatility before. What remains constant is the need for skilled professionals who can build, secure, and scale the technology that drives business forward. Your job is helping companies find those people, regardless of where they’re located or what visa they hold.
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