&gt; my standpoint is that startups should not shy away from hiring employees who are in H-1B status simply because they are startups.<p>This does solve the hiring manager&#x27;s problem, but will raise red flags with the outsourced employee&#x27;s personal risk profile.<p>There is another rush for a lawyer if the startup you were hired into gets restructured (acquired&#x2F;merged).<p>Honestly TripleByte can offer a small &quot;outplacement&quot; insurance package to the employee being hired (as a revenue stream) - which works out nearly the same as having a &quot;talent agent&quot; retainer in the business, except one who knows how to navigate the legal wrangles when you need a new gig.