Geography & Location
Understanding where the USA sits in the world � its size, regions, neighbours, and key landmarks that come up in everyday candidate conversations.
Every job order has a location. Every candidate is somewhere in this country. Knowing geography means you can speak about it naturally � and that builds instant credibility on a call.
| Landmark | Location | What It Represents | Recruiter Relevance |
|---|---|---|---|
| Statue of Liberty | New York Harbor, NY | Freedom, democracy, immigration � symbol of America as a land of opportunity | Context for immigration conversations with candidates |
| White House | Washington, D.C. | Executive power; official Presidential residence since 1800 | Policy decisions affecting H-1B, immigration originate here |
| Mount Rushmore | Black Hills, South Dakota | Washington, Jefferson, T. Roosevelt, Lincoln � four presidents who shaped the nation | Cultural literacy; comes up in casual candidate conversations |
| Golden Gate Bridge | San Francisco, CA | Innovation, gateway to the West. International orange colour. | Icon for Bay Area/Silicon Valley candidate discussions |
| Lincoln Memorial | Washington, D.C. | Civil rights, union preservation. Site of MLK's "I Have a Dream" speech (1963) | Diversity, inclusion context for US workplace conversations |
| Grand Canyon | Arizona | Natural wonder; 277 miles long, 1 mile deep, 2 billion years of geology | Candidate small talk; Arizona is a major IT staffing market |
| Gateway Arch | St. Louis, Missouri | 630-ft arch = "Gateway to the West" � westward expansion | St. Louis is a growing IT and healthcare staffing market |
- Rocky Mountains � 3,000 miles, CO through MT into Canada. Continental divide. Highest peak in contiguous US: Mt. Whitney (CA), 14,505 ft
- Appalachian Mountains � Eastern US, older and more eroded. Highest: Mt. Mitchell (NC), 6,684 ft
- Sierra Nevada / Cascades � Western ranges; volcanic peaks, snowpack feeds California agriculture
- Mississippi River � 2,320 miles. Major commerce corridor from MN to the Gulf of Mexico
- Great Lakes � Superior, Michigan, Huron, Erie, Ontario. World's largest freshwater lake system
- Colorado River � Carved the Grand Canyon. Supplies water to 7 western states
A Brief History of the USA
The USA is only ~248 years old � one of the world's youngest major nations. Its short history directly shaped its work culture, immigration values, and entrepreneurial spirit.
The USA's history explains WHY Americans think the way they do about independence, hard work, immigration, and distrust of excessive government. When a candidate pushes back on an employer's authority � that mindset traces back here.
The original 13 colonies are all in the Northeast and Southeast today � all along the Atlantic coast. They were divided into New England (north), Middle, and Southern colonies based on economy and climate.
| Group | Colonies | Economy |
|---|---|---|
| New England | Massachusetts, Connecticut, Rhode Island, New Hampshire | Small farming, maritime trade, fishing |
| Middle | New York, New Jersey, Pennsylvania, Delaware | Commerce, small farming, diverse trade |
| Southern | Virginia, Maryland, North Carolina, South Carolina, Georgia | Plantation agriculture, enslaved labour |
America was literally founded on refusing to be told what to do without consent. This shows up daily: candidates push back on rate cuts, clients want options, no one accepts "just follow the process" as an answer.
America is a nation of immigrants. Almost every American has an immigration story within 3 generations. This is why diversity hiring resonates and why Indian IT workers are welcomed � not despite being foreign, but because the USA has always been built by immigrants.
The "self-made American" narrative is central to culture. Hard work = success. This is why candidates respond to career progression conversations and why employers value demonstrable skills over pedigree.
The three-branch government, federalism, and limited government philosophy all trace back to the fear of a king. At-will employment, state-level minimum wages, and varying employment laws are all symptoms of this.
Time Zones & Daylight Saving Time
The most operationally critical piece of US knowledge for an India-based recruiter. A wrong time zone = a missed call = a lost placement.
A California candidate at 6:30 PM IST is still asleep. Know your zones before you dial. This is not trivia � it determines when you pick up the phone.
| Zone | Abbreviation | UTC Offset (Standard) | UTC Offset (DST) | Key States | IST Call Window (Standard) |
|---|---|---|---|---|---|
| Eastern | EST / EDT | UTC -5 | UTC -4 | New York, Florida, Georgia, Pennsylvania, Ohio, Virginia, NC, SC, MA, CT, ME, VT, NH, RI, NJ, DE, MD, WV | 6:30 PM IST (for 8 AM EST calls) |
| Central | CST / CDT | UTC -6 | UTC -5 | Illinois, Texas, Wisconsin, Minnesota, Louisiana, Missouri, Arkansas, Mississippi, Alabama, Iowa, Oklahoma | 7:30 PM IST (for 8 AM CST calls) |
| Mountain | MST / MDT | UTC -7 | UTC -6 | Colorado, Arizona (no DST), New Mexico, Utah, Montana, Wyoming, parts of ID, NV | 8:30 PM IST (for 8 AM MST calls) |
| Pacific | PST / PDT | UTC -8 | UTC -7 | California, Oregon, Washington, parts of Nevada, parts of Idaho | 9:30 PM IST (for 8 AM PST calls) |
6:30 PM IST ? 11:30 PM IST. That covers EST through PST business hours (8 AM�6 PM). During DST (March�November), shift everything 30 minutes earlier: 6:00 PM IST ? 11:00 PM IST.
DST is the practice of moving clocks 1 hour forward in spring (to give more evening daylight) and 1 hour back in autumn. Originally introduced to conserve energy and make better use of natural light. Germany first used it in 1916 during WWI. The USA followed in 1918.
Second Sunday in March, 2:00 AM ? clocks jump to 3:00 AM
Lose 1 hour of sleep
First Sunday in November, 2:00 AM ? clocks go back to 1:00 AM
Gain 1 hour of sleep
- Hawaii � Stays on HST (UTC -10) year-round
- Most of Arizona � Stays on MST (UTC -7) year-round
- Exception: Arizona's Navajo Nation reservation DOES observe DST
Phoenix, AZ is always UTC -7. When the rest of the country is on DST in summer, Arizona does NOT shift. A mistake here can result in calling a candidate 1 hour off.
- Eastern + Central: Florida, Indiana, Kentucky, Tennessee
- Central + Mountain: Kansas, Nebraska, North Dakota, South Dakota, Texas
- Mountain + Pacific: Idaho, Oregon, Nevada
When a job order says "Texas" � always verify the specific city. Houston is CST but El Paso, TX is MST.
| US Local Time | EST (IST) | CST (IST) | MST (IST) | PST (IST) |
|---|---|---|---|---|
| 8:00 AM | 6:30 PM IST | 7:30 PM IST | 8:30 PM IST | 9:30 PM IST |
| 9:00 AM | 7:30 PM IST | 8:30 PM IST | 9:30 PM IST | 10:30 PM IST |
| 12:00 PM | 10:30 PM IST | 11:30 PM IST | 12:30 AM IST+1 | 1:30 AM IST+1 |
| 5:00 PM | 3:30 AM IST+1 | 4:30 AM IST+1 | 5:30 AM IST+1 | 6:30 AM IST+1 |
All times above are for Standard Time (Nov�Mar). During DST (Mar�Nov), subtract 30 minutes from IST equivalent.
The 50 States
State abbreviations appear in every job order, every address, every VMS platform. You'll type them dozens of times per day. Learn the ones you'll use first, then build outward.
Priority states for IT/Healthcare staffing: CA, TX, NY, FL, IL, WA, GA, NJ, PA, NC, OH, MA, VA, AZ, CO � these will appear on most of your early job orders.
| State | Abbrev. | Capital | Major City | Time Zone | Staffing Note |
|---|---|---|---|---|---|
| New York | NY | Albany | New York City | EST | Finance, Media, IT � #1 staffing market |
| New Jersey | NJ | Trenton | Newark | EST | Pharma corridor � many Life Sciences roles |
| Pennsylvania | PA | Harrisburg | Philadelphia | EST | Healthcare, Finance, Manufacturing |
| Massachusetts | MA | Boston | Boston | EST | Biotech, Education, Finance (Boston = Harvard/MIT hub) |
| Connecticut | CT | Hartford | Stamford | EST | Insurance industry HQ, Finance |
| Maryland | MD | Annapolis | Baltimore | EST | Federal contracting, Healthcare, Biotech (NIH) |
| Virginia | VA | Richmond | Arlington/NoVA | EST | Federal IT contracting � massive market |
| Washington D.C. | DC | N/A (federal) | Washington | EST | Government contracting, Policy, Nonprofits |
| State | Abbrev. | Capital | Major City | Time Zone | Staffing Note |
|---|---|---|---|---|---|
| Florida | FL | Tallahassee | Miami / Orlando | EST | Healthcare (large aging population), Tourism, Finance |
| Georgia | GA | Atlanta | Atlanta | EST | Major IT and Fintech hub; Delta, Coca-Cola, CNN HQs |
| North Carolina | NC | Raleigh | Charlotte | EST | Research Triangle Park � major tech/pharma corridor |
| Tennessee | TN | Nashville | Nashville | CST/EST | Healthcare, Manufacturing, Music/Entertainment |
| South Carolina | SC | Columbia | Charleston | EST | Manufacturing (BMW, Volvo plants), Aerospace |
| State | Abbrev. | Capital | Major City | Time Zone | Staffing Note |
|---|---|---|---|---|---|
| Illinois | IL | Springfield | Chicago | CST | Chicago = major IT/Finance hub. Midwest's largest market. |
| Michigan | MI | Lansing | Detroit | EST | Automotive industry � Ford, GM, Stellantis HQs |
| Ohio | OH | Columbus | Columbus | EST | Healthcare, Finance, Manufacturing |
| Minnesota | MN | St. Paul | Minneapolis | CST | Healthcare (Mayo Clinic, UnitedHealth HQ), IT, Finance |
| Wisconsin | WI | Madison | Milwaukee | CST | Manufacturing, Healthcare |
| Missouri | MO | Jefferson City | St. Louis / KC | CST | Finance, Healthcare, Transportation hub |
| State | Abbrev. | Capital | Major City | Time Zone | Staffing Note |
|---|---|---|---|---|---|
| California | CA | Sacramento | LA / SF / San Diego | PST | Silicon Valley (#1 IT market), Pharma (San Diego), Entertainment |
| Texas | TX | Austin | Houston / Dallas / Austin | CST (El Paso = MST) | No state income tax. IT, Energy, Healthcare, Finance. Fastest growing market. |
| Washington | WA | Olympia | Seattle | PST | Amazon, Microsoft HQs. Major tech market. |
| Arizona | AZ | Phoenix | Phoenix / Scottsdale | MST (no DST) | Fast-growing tech hub. Many companies relocating from CA. |
| Colorado | CO | Denver | Denver | MST | Aerospace, IT, Biotech. Growing tech hub. |
| Nevada | NV | Carson City | Las Vegas | PST | Hospitality, Gaming, growing tech (no state income tax) |
US Political & Government Structure
Who runs what � and why it matters for employment law, immigration policy, and the regulatory environment your candidates work within.
The Constitution deliberately splits power so no single person or group can dominate. This is why immigration policy changes slowly � Congress makes laws, the President executes them, the Supreme Court can strike them down. All three branches have to agree, roughly.
Head: President of the United States
Also: Vice President + Cabinet (15 Secretaries)
Job: Implements and enforces laws; directs foreign policy; commands military; nominates judges
Senate: 100 members (2 per state), 6-year terms
House: 435 members (by population), 2-year terms
Job: Makes laws, controls budget, approves treaties, declares war
Supreme Court: 9 Justices (lifetime appointment)
Below: 13 Circuit Courts + 94 District Courts
Job: Interprets the Constitution; can strike down laws and executive actions
Minimum wage, non-compete enforceability, paid family leave, background check rules � ALL vary by state. A legal contract in Texas may not work in California. Always verify state-specific rules.
| Power Type | Federal Government Controls | State Government Controls | Both Control |
|---|---|---|---|
| Exclusive Federal | Immigration & naturalization, military, foreign policy, currency, interstate commerce, Social Security, Medicare | � | � |
| Exclusive State | � | Education systems, criminal law, gun regulations, marriage/divorce, professional licensing, in-state commerce, minimum wage supplements | � |
| Concurrent | � | � | Taxation, environmental protection, courts & prisons, certain labor regulations |
| Department | Head | Direct Relevance to US Staffing |
|---|---|---|
| Dept. of Labor (DOL) | Secretary of Labor | Sets H-1B prevailing wage requirements; enforces FLSA (overtime, min wage); oversees employment discrimination cases |
| Dept. of Homeland Security (DHS) | Secretary of DHS | USCIS is under DHS � processes H-1B, Green Card, EAD applications |
| Dept. of Justice (DOJ) | Attorney General | Enforces anti-discrimination in hiring; immigration court system |
| Dept. of Health & Human Services (HHS) | Secretary of HHS | Healthcare industry regulation; relevant to Life Sciences and Healthcare staffing clients |
| USCIS | (Under DHS) | Processes ALL work visas and green cards. The agency you'll reference most in visa conversations. |
| IRS | (Under Treasury) | Tax authority. W-2 vs. 1099 classification enforcement. Misclassification penalties come from here. |
American Culture & The Melting Pot
Culture shapes every conversation you have with a US candidate. Understanding how Americans think � about work, money, communication, and identity � makes you a far better recruiter.
Americans are taught from childhood that personal success is earned through effort, not circumstance. "The self-made man" is a national hero archetype.
On a call, this means: Don't tell a candidate what to do � present options. Don't push. Frame everything as their choice. They respond to agency and autonomy, not authority.
Advancement based on ability and performance � not family connections, seniority, or social status. This is both a deeply held belief AND an ongoing critique (real meritocracy is imperfect).
On a call, this means: Candidates respond to conversations about skills, growth, and career advancement. Emphasise the role as a career move � not just a job. "Your skill set qualifies you for this" lands better than "we think you'd be a good fit."
American culture celebrates entrepreneurs and risk-takers. Failure is reframed as a learning experience. "Fail fast and move on" is a common Silicon Valley mantra.
On a call, this means: Contract roles are not seen as "lesser" in the US. "Try it for 6 months and see if it fits" is an acceptable pitch � especially in tech. Contract work aligns with the American preference for flexibility and experimentation.
"Time is money" is not a clich� in the US � it's a genuine cultural value. Americans expect efficiency in communication. A long, rambling introduction before getting to the point reads as unprofessional and disrespectful of time.
On a call, this means: Lead with why you're calling and the role details within the first 30 seconds. Don't build to the point � start with it. "I'm reaching out about a Senior Java Developer position in Austin, Texas paying $75/hour..."
| Region | Communication Style | What Works | What to Avoid |
|---|---|---|---|
| East Coast NY, NJ, PA, MA |
Direct, fast-paced, assertive. Values credentials and specifics. Competitive. | Get to the point fast. State the role, rate, and location in the first sentence. Use data. | Small talk before business. Vague language. "I was just wondering if..." � too weak. |
| Midwest IL, OH, MN, MI |
Indirect, relationship-first, community-oriented. "Minnesota Nice" � polite even when declining. | Brief genuine rapport-building. Ask how they're doing and mean it. Collaborative framing. | Rushing straight to business. High-pressure tactics. Being perceived as aggressive. |
| West Coast CA, WA, OR |
Casual, ideas-first, informal hierarchy. Innovation and work-life balance matter enormously. | Match their casual tone. Emphasise the company's culture, remote options, tech stack, mission. | Formality. Emphasising just salary. Ignoring culture fit questions. Being too rigid. |
| South / Southeast TX, GA, FL, NC |
Warm, hospitable, slower pace. Personal relationships matter. "Yes ma'am / Yes sir" still common. | Be warm and genuine. Family and lifestyle context is relevant. Show respect in tone. | Being perceived as pushy or inauthentic. Cold transactional approach. |
India is the 2nd largest source of immigrants to the USA (~6% of all immigrants). The Indian IT diaspora is massive � many of your candidates will be Indian-Americans, Indian nationals on H-1B, or Indian students on OPT. Understanding their immigration journey helps you speak to their actual situation, not a generic script.
US Education System
Every resume you screen will include degrees, schools, and graduation years. Understanding what they mean is essential to evaluating a candidate correctly.
| Stage | Grades | Ages | Common Terms | Notes |
|---|---|---|---|---|
| Elementary | K�5 or K�6 | 5�11 | � | Core literacy, numeracy; one primary teacher |
| Middle School | 6�8 | 11�14 | 6th, 7th, 8th grade | Multiple subject teachers; transition period |
| High School � Year 1 | 9th grade | 14�15 | Freshman | First year of high school |
| High School � Year 2 | 10th grade | 15�16 | Sophomore | � |
| High School � Year 3 | 11th grade | 16�17 | Junior | SAT/ACT exams for college admission taken here |
| High School � Year 4 | 12th grade | 17�18 | Senior | Graduation year; college applications submitted |
| Degree | Duration | What It Means | Common Abbreviations |
|---|---|---|---|
| Associate's | 2 years (Community College) | Entry-level credential; pathway to 4-year university. Common in nursing, technology support, business. | AA (Arts), AS (Science) |
| Bachelor's | 4 years | Standard professional credential. Required for most IT, Engineering, Business, and Science roles. | BA (Arts), BS (Science), BEng, BBA |
| Master's | 1�2 years (after Bachelor's) | Specialisation or career change. MS in Computer Science from a good US university is extremely valuable in IT staffing. | MS, MA, MBA, MEng, MPH |
| Doctorate / PhD | 4�7 years (after Bachelor's) | Research-focused. Common in academia, pharma research, advanced engineering. | PhD, EdD, MD, JD, DBA |
A 3-year Indian B.Tech + 1-year Indian Master's is generally equivalent to a US 4-year Bachelor's for H-1B purposes. A 4-year Indian B.Tech may or may not be accepted as equivalent � depends on the evaluation agency. For H-1B petitions, employers often require a credential evaluation report from agencies like WES or ECE.
When you see these on a resume, the candidate has passed extraordinarily competitive admissions. Treat these as a strong positive signal.
Harvard (Cambridge, MA) � Yale (New Haven, CT) � Princeton (NJ) � Columbia (NYC, NY) � Penn (Philadelphia, PA) � Brown (Providence, RI) � Dartmouth (Hanover, NH) � Cornell (Ithaca, NY)
MIT (Cambridge, MA) � Stanford (Palo Alto, CA) � Caltech (Pasadena, CA) � University of Chicago � Duke (Durham, NC) � Northwestern (Evanston, IL) � Johns Hopkins (Baltimore, MD)
These schools feed Silicon Valley and major tech companies. Candidates from these institutions typically command premium rates.
Carnegie Mellon (PA) � Georgia Tech (GA) � UC Berkeley (CA) � UCLA (CA) � UIUC (IL) � Purdue (IN) � Michigan (MI) � UT Austin (TX) � Virginia Tech (VA) � Arizona State (AZ)
US Economy, Currency & Major Companies
Understanding the economic system, currency, and who the major companies are helps you speak about clients and roles with authority.
| Denomination | Portrait | Common Name | Recruiter Note |
|---|---|---|---|
| $1 | George Washington | Dollar bill | � |
| $5 | Abraham Lincoln | Five | � |
| $10 | Alexander Hamilton | Sawbuck | � |
| $20 | Andrew Jackson | Jackson | Most common large bill |
| $50 | Ulysses S. Grant | Grant | � |
| $100 | Benjamin Franklin | Benjamin / Franklin / C-note | Largest in regular circulation |
USD is used in ~40% of international trade. ~60% of global foreign exchange reserves are held in USD. Commodity prices (oil, gold) are quoted in USD globally. When the US Federal Reserve changes interest rates � global markets react. This affects how aggressively US companies hire contract workers.
A US salary of $150,000 is NOT 10�15x better than an Indian salary of ?20L � because cost of living in the US is 3�4x higher. After adjustment, the real purchasing power advantage is about 2.5�3.5x. Know this when candidates ask "is the US salary really worth it?"
| Expense | India (Monthly) | USA (Monthly) | Ratio |
|---|---|---|---|
| 1-bedroom apartment rent | ~$400�600 | ~$1,400�2,500 | 3�5x |
| Restaurant meal | ~$5 | ~$15�20 | 3�4x |
| Domestic help | ~$150/month common | $1,500+/month luxury | 10x+ |
| Internet | ~$4�6 | ~$50�70 | 10x |
| Health insurance | Optional; ~?5,000/yr | $200�500/month (employer-assisted) | Significant |
| Federal income tax | Up to 30% (top bracket) | 10�37% (7 brackets) | Similar structure |
| Company | HQ | Core Business | Staffing Note |
|---|---|---|---|
| Microsoft | Redmond, WA | Software, Cloud (Azure), AI | Major H-1B employer; huge IT contract workforce |
| Apple | Cupertino, CA | Consumer electronics, software, services | Premium roles; mostly direct hire |
| Google (Alphabet) | Mountain View, CA | Search, Advertising, Cloud, AI | Large contract workforce via vendors |
| Amazon | Seattle, WA | E-commerce, AWS Cloud, logistics | Massive AWS contract demand; uses multiple staffing vendors |
| Meta | Menlo Park, CA | Facebook, Instagram, WhatsApp, VR | IT, Data Science, Engineering roles |
| Nvidia | Santa Clara, CA | GPU chips for AI, data centres | AI/ML engineering roles; fastest growing company |
| Company | Type | Relevance |
|---|---|---|
| UnitedHealth Group | Health Insurance + Services | #1 by revenue in healthcare; large IT contracting needs |
| CVS Health | Pharmacy + Healthcare retail | Pharmacy technicians, IT, operations |
| Johnson & Johnson | Pharma + Medical devices | Clinical roles, regulatory, IT |
| Pfizer | Pharmaceutical | Research, clinical, regulatory roles |
| Abbott | Diagnostics + Medical devices | Lab, clinical, engineering |
| Mayo Clinic | Hospital system (MN) | Medical professionals, IT, administration |
The US Staffing Industry
Understanding the ecosystem you operate in � who does what, how money flows, and what your role means in the larger picture.
The company with a workforce need. They define the job, approve candidates, and pay the bill. They may be a Fortune 500 or a small startup.
They care about: Speed of fill, quality of candidates, compliance, cost.
An intermediary that manages the entire contingent workforce program on behalf of the client. Sits between client and vendors. Operates the VMS (Vendor Management System).
Examples: Beeline, Fieldglass (SAP), Pontoon, Allegis Global
They handle: Job posting, vendor management, timesheets, billing, compliance.
The organisation that actively recruits, screens, and presents candidates. This is where you work. A staffing agency is a vendor.
You are responsible for: Sourcing, screening, submitting, negotiating, onboarding, and supporting candidates.
The individual seeking employment. May be actively looking or passively open to opportunities. Your most important relationship � treat every candidate like they're your next great placement.
| Feature | W-2 Permanent | 1099 Independent Contractor | Contract-to-Hire (C2H) |
|---|---|---|---|
| Employment Status | Direct employee | Self-employed / business | Contract phase ? Permanent |
| Tax Form | W-2 (employer withholds) | 1099-NEC (no withholding) | W-2 temp ? W-2 permanent |
| Self-Employment Tax | Split 50/50 with employer (7.65% each) | Contractor pays full 15.3% | During contract: varies; after: employer splits |
| Benefits | Full (health, 401k, PTO, etc.) | None � must self-fund | Limited during contract ? full after conversion |
| Job Security | At-will but indefinite | Project-based; ends with contract | Uncertain during trial; secure after conversion |
| Hourly/Annual Rate | Market rate salary | Higher hourly (to offset no benefits) | Contract rate (higher) ? Salary (15�25% lower) |
| Work Location Control | Company-directed | Contractor controls method | Client site during contract; varies after |
| IRS Risk | None � proper classification | Risk of reclassification if treated like employee | Low if structure is correct |
Classifying someone as 1099 when they work like a W-2 employee is illegal. The IRS can retroactively reclassify, demand back taxes, and issue penalties of 10�30% of unpaid taxes. As a recruiter, always classify candidates correctly � ask your manager if unsure.
Visa Types & Work Authorization
In US staffing, work authorization determines whether a candidate can legally work � and for whom. You must ask and confirm this on every sourcing call.
US employers are legally required to verify work authorization for every hire (Form I-9). Placing a candidate who cannot legally work is a federal violation. Always confirm visa status before submitting anyone to a client.
| Visa | Who Is It For | Work Authorization | Employer Sponsorship | Duration | Key Recruiter Notes |
|---|---|---|---|---|---|
| F-1 | International students at US universities | Limited (on-campus 20hrs; OPT post-graduation) | Not required for OPT | Duration of studies + OPT: 12�36 months | OPT candidates can work for ANY employer without sponsorship during OPT. STEM OPT = 36 months total. After OPT, they need H-1B or other visa. |
| H-1B | Specialty occupation workers (IT, Engineering, Finance, etc.) | For specific employer only | Required (employer files petition) | 3 years, renewable to 6 years max | Cap: 85,000/year (lottery). Tied to sponsoring employer � cannot switch jobs without new H-1B transfer. Prevailing wage must be paid. Most common visa in IT staffing. |
| Green Card (GC) | Lawful Permanent Residents | Unlimited � any employer, any job | Not required once received | 10 years (renewable indefinitely) | Best work auth status. Can change jobs freely. Can start own business. Can sponsor family. Path to citizenship after 3�5 years. Always confirm card is not expired. |
| EAD | Various � OPT students, GC applicants awaiting approval, asylees, etc. | Varies by category � may be employer-specific or unrestricted | Depends on underlying status | 1�2 years (must be renewed) | GC-EAD (pending Green Card) = unrestricted work auth. ALWAYS check expiry date. Red card with eagle hologram. |
| L-1 | Intracompany transfers (managers, executives, specialised knowledge) | For specific employer only | Required (employer files) | L-1A: 7 years max; L-1B: 5 years max | No lottery, no annual cap. Must have worked for company 1+ year abroad. Less common in staffing but appears at large multinationals. |
| USC | US Citizens | Unlimited � no restrictions | Never required | Permanent | No restrictions whatsoever. Many clients require US citizens for security-cleared roles (government contracting). Always the safest work auth for any role. |
- Size: Credit card
- Colour: Green palette with Statue of Liberty hologram
- Photo appears on both front and back
- Validity: 10 years
- Shows "Permanent Resident" classification
- Contains Alien Registration Number (A#)
- Laser-engraved fingerprint + microprinting
A valid, unexpired Green Card alone satisfies all I-9 requirements. No additional documents needed.
- Size: Credit card
- Colour: Red palette with bald eagle hologram (2017+ design)
- Photo appears on both front and back
- Validity: 1�2 years (MUST renew � check expiry)
- Shows visa classification code (OPT, GC-EAD, H-1B, etc.)
- Contains expiration date � this is critical
If an EAD is expired, the candidate cannot legally work. Employment must stop on expiration date.
US Communication � Phone & Email Etiquette
Your first call sets the tone for the entire relationship. Americans judge professional credibility within the first 10 seconds. These are not suggestions � they are professional standards.
| Context | ? Use This | ? Avoid This | Why |
|---|---|---|---|
| Opening | "Is this a good time to talk?" | "Am I disturbing you?" / "Sorry to bother you" | Sounds professional vs. apologetic. You're offering value, not bothering them. |
| Follow-up | "I'm following up on..." | "I was just checking in" / "Just wanted to touch base" | Vague phrases waste their time. Be specific. |
| Saying no/not available | "That doesn't work for me" / "I'm not available then" | "I'm not free" (sounds too casual) | US professional tone expects direct but polished language |
| Acknowledging | "Understood" / "Got it" / "That makes sense" | "Yes yes" / "Kindly revert" | "Kindly revert" is Indian English � Americans find it confusing |
| Asking for something | "Could you send that over?" / "Would it be possible to..." | "Do the needful" / "Provide your revert" | These are non-standard US phrases that immediately signal non-native context |
| Voicemail | Name + Company + Role + Phone# + Best call time | Rambling voicemail > 30 seconds | Americans respect concise voicemails; leave exactly what you'd want them to call back about |
Standard format: (555) 867-5309 or 555-867-5309 or +1 555-867-5309
Area Code (3 digits) � identifies the geographic region. Not tied to current location (people keep their number when they move).
- 212, 646, 917 = New York City
- 415 = San Francisco
- 312 = Chicago
- 512 = Austin, TX
- 206 = Seattle
Practical notes:
- Always dial with country code +1 from India
- Area code does NOT guarantee candidate's current location
- Toll-free: 800, 888, 877, 866 = national, no area cost
- Voicemail is standard � always leave one
[House/Building Number] [Street Name] [Street Type] [Apt/Suite #]
[City], [State Abbreviation] [5-digit ZIP Code]
United States
Example:
1234 Oak Street, Suite 200
Austin, TX 78701
United States
ZIP Code: 5-digit postal code. The first digit indicates the region (0 = Northeast, 9 = West Coast). A ZIP+4 code (e.g. 78701-1234) gives more precise routing.
Knowledge Check
Test what you've learned. 15 questions covering all modules. Try this both before training (to benchmark) and after (to confirm retention).
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Key Terms Glossary
Essential vocabulary you'll encounter in your first week. Bookmark this tab.