> No one wants to leave their families, and the upper tier of salaries in alternative geos are high enough to capture the higher talent tier because their salary expectations are based on their domestic condition.

For 2x the salary young men have proven time and again they are willing to take the risk.

> On top of that, the US immigration system is severely backlogged. It can take decades for Chinese and Indian nationals to become green card holders, and we as employees increasingly expect foreign nationals to pay the filing costs - not us.

A challenge for sure. This and what you go on to describe could certainly shift some junior labor from H1B to remote contract. I would expect that shift to have a mostly net zero impact on other American exployment.

> > other is simply that these companies exist in the US, which means collaboration needs to be done in US time zones, which makes overseas workers far less efficient and having major negative impacts on worker morale

> Not anymore. WFH proved async work models can ensure business continuity.

Every non-US team I've worked with and everyone I know that works with offshore still have meetings. It would be incredibly dysfunctional to not have any collaborative time.

> Ideally we need to build a domestic talent pipeline, but universities failed severely by watering down curricula in an attempt to compete with bootcamps, which burnt a lot of employers disincentivizing them from hiring early career, and state and local jurisdictions in the US just don't give us the support or pipeline needed to build a competitive early career hiring pipeline.

Is that really what is happening? Because based on everything I can see, hiring standards are the highest they have ever been. As we get older, we have a bias towards underestimating the capabilities of younger generations, because we can see them making familiar mistakes in real-time.