global company. For a company or a law firm it is nearly impossible to keep track of the immigration and emigration laws and procedures in over a hundred countries. This task is made even harder by the fact that laws and forms keep changing every day. The solution is to use software to remain on top of immigration matters in countries of interest. INSZoom provides this capability to law firms and to companies. Relying on INSZoom to help with global mobility issues allows law firms and companies to operate globally. To learn more about how INSZoom can assist you, call us at 1-925-244-0600 or write to us at email@example.com.
Umesh VaidyamathVaidyamath founded INSZoom in 1999. As CEO of INSZoom, Vaidyamath managed the company’s dramatic growth from a software start-up to the premier immigration case management software vendor and the largest independent software company in the immigration software industry, with a team of 160+ employees worldwide. Vaidyamath turned INSZoom into a profitable and financially sound company in less than three years. Prior to INSZoom, Vaidyamath’s experience included leading a team of software engineers and architecting state-of-the-art large-scale e-commerce and client server applications at Hewlett Packard, Intel Corporation, Mervyn’s California, JB Hunt, Vodafone and AT&T. Vaidyamath is a frequent speaker on information technology issues and regularly contributes his immigration expertise to leading business magazines and newspapers worldwide. In addition, he is the recipient of the 2007 Outstanding 50 Asian Americans in Business Award and a 2007 achievement award from Veerashaiva Samaja of North America.
- Expanded questions to conform with the Intelligence Reform and Terrorism Prevention Act of 2004 and Child Soldier Prevention Act of 2007; and,
- Clearer and more comprehensive instructions highlighting general eligibility for naturalization and required evidence to submit with the Form N-400.
About INSZoom:: INSZoom, Inc. (https://beta.inszoom.com), is the world’s largest immigration software company, with offices in San Ramon, CA, USA; London, UK; and Bangalore, India. Founded in 1999, the company helps corporations, enterprises, law firms, and consultants better manage case workflow, immigration compliance and global immigration benefits management. As a Microsoft Certified partner, INSZoom provides clients with leading-edge technology, flexible platforms, and superior compliance management tools. For more information, please contact firstname.lastname@example.org.
- Generic Application form for Canada (IMM0008E)
- Application for Study Permit made outside of Canada (IMM1294E)
- Application for Work Permit made outside of Canada (IMM1295E)
- Application to Sponsor, Sponsorship Agreement and Undertaking (IMM1344E)
- Application for Temporary Resident Visa (IMM5257E)
- Application to Change Conditions, Extend my stay or Remain in Canada as a Visitor or Temporary Resident Permit Holder (IMM5708E)
- Application to Change Conditions, Extend my stay or Remain in Canada as a Student (IMM5709E)
- Application to Change Conditions, Extend my stay or Remain in Canada as a Worker (IMM5710E)
- Access to Talents/Skills: In their overall hiring strategy, businesses need to have a way to access talent/skills not easily available in the US. There is an acute shortage in the “STEM” (Science, Technology, Engineering & Mathematics) workers in the US. It is critical for a company to access outside talents and skills to survive in the marketplace.
- Short-term vs. Long-term Employment: A major decision for an employer is whether or not to sponsor an employee for green card. The decision depends on whether the employer needs are short term or long term. There are pros and cons of seeking short-term vs. long-term employees (including significant obligations of sponsoring nonimmigrant work visa, and significant advantages thereof) that an employer needs to understand to make an informed decision in this regard.
- Globalization of Workforce & Global Mobility: The immigration strategy of a corporation should match its business strategy. If customers are global, you cannot serve those customers without having employees in that country in the long term. Therefore an employer must be conversant with immigration vs. emigration issues not only in the US but in all major countries where the company does business
- Competition/Market Rules: Both competition and markets point employers towards certain patterns of employment partly by implicit expectations and partly due to market forces. In general, the workforce must represent general population of the markets served by the employer. If you are serving a significant community you must look at overall proportions of your workforce. As a globalized company operating in an immigrant-rich country, employment of significant number of immigrants and dealing with immigration issues is the norm.
- I-9 / E-Verify: All hires must go through the I-9 or E-Verify regardless of whether they are immigrants or not. This is a central component of Comprehensive Immigration Reform, and all employers need to comply.