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Find your route

For companies

Hire the best talent.
Then get them here.

You already found the person. They said yes. Now there is a country in the way, and your legal team has three other priorities.

Book a call How a move works
31 People profiled, across 17 countries
10 Routes published, across 5 jurisdictions
8 Field guides, each cited to primary legislation
6 Verticals with a dedicated playbook

This is not recruiting.

Recruiters help companies find people. We help companies move people. We do not source candidates — by the time you talk to us, the hard part on the talent side is done.

What we work on is everything between that decision and their first day: eligibility, evidence, legal coordination, relocation, arrival, and the ongoing obligations that continue long after everyone has stopped paying attention.

01 EligibilityWhich route the record actually supports
02 EvidenceStarted at offer, not at filing
03 LegalLicensed professionals, coordinated
04 FilingDeadline-driven, handled
05 RelocationThe part nobody owns
06 First dayAnd everything in the months after

A worked example

Bengaluru to San Francisco, in practice.

A senior engineer on an extraordinary-ability track who has already accepted.

Week 1 Record assessment against the eight O-1A criteria. Three are already evidable; two need work.
Weeks 2–6 Evidence collection: conference credits, press about the individual (not the employer), compensation benchmarks, judging invitations.
Weeks 6–9 Advisory consultation with the appropriate peer body, plus supporting letters from recognised figures in the field.
Week 10 Petition filed. Dependant filings prepared in parallel.
Weeks 10–26 Relocation and arrival logistics run against the processing clock rather than after it.
The point

The evidence work starts the week the offer is signed. Companies that start at filing lose six weeks they cannot buy back, because most of the evidence sits with third parties.

By vertical

Where this matters most first

Six verticals, each with a different failure mode.

Vertical AI labs and research Frontier research talent, concentrated in a handful of countries, on timelines nobody can move. Vertical Fintech Where licensing and regulatory questions intersect with who is physically permitted to be in the building. Vertical Deep tech Specialist skills that exist in very few places and cannot be substituted or trained around. Vertical Quantitative finance Narrow hiring pools, high compensation, and a strong evidentiary position on the salary criterion. Vertical Healthcare and life sciences Where clinical licensure, recognition and immigration run on three different clocks. Vertical Climate and energy Policy alignment makes the national-interest argument unusually strong, and unusually easy to document.

Next step

Tell us who you're moving, and where.

We'll come back with the routes that fit the record, the evidence that needs starting now, and a realistic timeline.

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