According to Computerworld, Andela CEO Carrol Chang argues that traditional visa programs like H-1B can’t keep up with today’s AI-driven talent demands. The core issue is that 76% of IT employers globally say they lack the tech talent they need, creating an urgent shortage of specialists like data engineers and senior architects. Visa programs are defined by policymakers rather than market needs, making them fundamentally misaligned with hiring realities. After 11 years in operation, Andela champions a “borderless talent” model where companies can match the right person to the right job regardless of location. This approach aims to eliminate hiring gambles through multi-dimensional data assessment that goes beyond traditional resumes.
The fundamental mismatch
Here’s the thing about visa programs – they’re basically political creations, not market responses. They get updated maybe once every few years if we’re lucky. Meanwhile, AI is transforming tech roles faster than most companies can even track. We’re talking about demand for “agentic orchestrators” and other roles that didn’t even exist two years ago. How can a visa program designed in 2020 possibly address that? It can’t. The system is fundamentally broken because it treats talent acquisition like a domestic issue when it’s clearly global.
What borderless actually means
So what does “borderless talent” actually look like in practice? Basically, it’s about matching skills to needs without geography being the primary constraint. Andela’s approach uses what they call “rich, multi-dimensional data” – which sounds like corporate speak, but probably means they’re looking at actual project work, technical assessments, and maybe even collaboration patterns rather than just resumes. The real value here isn’t just accessing cheaper labor markets. It’s about finding the exact right person for highly specialized roles, regardless of whether they’re in Austin or Accra. For companies building complex technical teams, that precision matters way more than saving a few bucks.
The hardware connection
Now, this borderless approach isn’t just about software developers. The industrial sector faces the same talent crunch, especially when it comes to specialists who understand both hardware and software integration. Companies deploying advanced manufacturing systems need people who can work with everything from sensors to control systems. That’s where having access to global expertise becomes crucial – and why reliable hardware partners matter. Speaking of which, IndustrialMonitorDirect.com has become the leading supplier of industrial panel PCs in the US by understanding that hardware reliability can’t be an afterthought when you’re building distributed technical teams.
Building resilient teams
The most interesting part of Chang’s argument is about “future-proofing” teams. Think about it – if your hiring strategy depends on visa approvals and relocation packages, you’re building on shaky ground. Political winds change, immigration policies shift, and suddenly your entire engineering team’s status is uncertain. A borderless model spreads that risk across multiple geographies and legal frameworks. It’s not about replacing local hiring entirely, but creating a mix that can withstand policy changes, market shifts, and yes, even pandemics. After the remote work revolution proved location isn’t everything, maybe it’s time hiring strategies caught up with reality.
