H-1B Visa Fee 2025: How Supply Chain Leaders Can Adapt Hiring and Talent Acquisition Strategies
September 2025
H-1B Visa Fee 2025: How Supply Chain Leaders Can Adapt Hiring and Talent Acquisition Strategies
Key Takeaways: H-1B Visa Fee & Supply Chain Recruitment Strategy
- The $100K H-1B visa fee applies to new applications submitted from outside the U.S. starting September 21, 2025, and excludes renewals and current visa holders.
- Supply chain and operations roles - especially in logistics, procurement, engineering, and manufacturing - may face increased hiring costs and reduced access to international talent.
- Many companies are shifting focus to U.S.-authorized candidates, investing in technical school partnerships, and launching internal upskilling programs to maintain workforce agility.
- Legal exemptions and documentation requirements are still under review. Hiring managers should monitor updates from USCIS, Department of State, and Department of Labor.
- DSJ Global, a specialist supply chain recruitment agency, can help organizations navigate visa-related hiring challenges and build resilient, future-ready teams.
Explore how DSJ Global can support hiring across logistics, procurement, and manufacturing in our Supply Chain Recruitment Services.
On September 19, 2025, a presidential proclamation introduced a $100,000 fee for new H-1B visa applications submitted from outside the United States. Effective from September 21, 2025 for one year, this policy excludes renewals and current visa holders but introduces significant implications for supply chain and operations hiring.
Global supply chains rely heavily on international talent for roles in engineering, logistics, procurement, manufacturing, and planning. With the new fee, companies may face increased hiring costs, reduced access to overseas candidates, and disruptions to mobility strategies, especially for technical and mid-level roles.
Hiring Challenges: How the H-1B Visa Fee Affects Supply Chain Talent Acquisition & Workforce Planning
Many supply chain functions depend on specialized international talent, particularly in advanced manufacturing, engineering, global logistics, trade compliance, strategic sourcing, and supply chain analytics. The new fee may prompt organizations to rethink their hiring strategies.
In response, some companies are shifting focus toward candidates already authorized to work in the U.S. Others are strengthening domestic talent pipelines through partnerships with universities and technical schools. Internal mobility and upskilling programs are also gaining traction, helping organizations build more agile and future-ready teams while reducing reliance on overseas hires.
For more strategies on adapting to global hiring shifts, visit our Hiring Advice hub.
H-1B Visa Policy Updates: What Supply Chain Hiring Managers Should Monitor
While the fee is active, several aspects remain under review. These include potential exemptions, documentation requirements, and how changes to prevailing wage levels may affect compensation benchmarks.
Legal challenges to the proclamation are ongoing, and updates may emerge. Supply chain leaders should stay informed via USCIS, the Department of State, and the Department of Labor.
Stay informed on the latest immigration and hiring trends in our Industry Insights Hub.
Strategic Response: Future-Proofing Your Supply Chain Workforce
Rather than viewing the fee as a constraint, many organizations are using this moment to strengthen their workforce planning. Here are four proactive steps supply chain hiring managers can take:
1. Reassess Talent Needs Across Supply Chain Functions
Evaluate roles that traditionally relied on international talent. Adjust hiring timelines, budgets, and sourcing strategies to align with broader business goals.
2. Build Academic and Industry Partnerships for Logistics and Procurement
Collaborate with engineering schools, logistics programs, and professional associations to access emerging talent and enhance employer branding.
3. Invest in Internal Development and Upskilling Programs
Upskill existing employees through certifications, mentorship, and cross-functional training. This reduces dependency on external hires and boosts retention.
4. Align Mobility Strategy with Operational and Hiring Goals
Encourage cross-border collaboration to maintain agility while navigating policy changes.
Conclusion: Navigating Change with Confidence
The H-1B visa fee introduces new challenges - but also opportunities. By adapting hiring strategies, investing in domestic talent development, and staying informed, supply chain leaders can build resilient teams ready to thrive in a shifting global landscape.
Need help navigating supply chain hiring challenges? Request a call back to speak with a DSJ Global recruitment expert today.
FAQs: H-1B Visa Fee Impact on Supply Chain Recruitment
The $100K fee for new H-1B visa applications submitted from outside the U.S. may limit access to international talent in logistics, procurement, and manufacturing - especially for mid-level and technical roles. This can increase hiring costs and delay workforce planning.
Roles in global logistics, trade compliance, advanced manufacturing, and supply chain analytics are often filled by international professionals. These functions may face the greatest disruption due to reduced overseas candidate availability.
Companies are increasingly focusing on candidates already authorized to work in the U.S., investing in domestic talent pipelines, and upskilling internal teams to fill critical supply chain roles without relying on new visa sponsorships.
Hiring managers should reassess talent needs across logistics and operations, adjust budgets and timelines, and collaborate with technical schools and universities to access emerging domestic talent.