It has the ability to decode the audio on the device and output LPCM if the playback app used supports it. The only thing you can't get is the spatial height channels from formats other than DD+ w/Atmos.
It's only kind of accurate. It has to be 2 newspapers in the area the person is employed in. Hard to prosecute them for following the rules they are given.
The rule is the job has to be posted with the state workforce agency, 2 Sunday newspapers, and 3 other recruitment methods (mostly at the company’s discretion). PERM is basically a retention tool as h1b is temporary otherwise. Obviously they are going to choose the 3 methods least likely to produce good candidates. As with most immigration issues, it could be trivially fixed by Congress but won't be.
> Hard to prosecute them for following the rules they are given.
Well if that's how one want to proceed. Fine. In that case these companies are not really prosecuted. Government is just doing fraud prevention out of abundance of caution.
It's not very accurate, they need to be newspapers where the person is employed. It's the government that is behind the times with respect to how people find jobs. And it's not really "fraud," it's simply companies working in their own interest within the existing outdated rules.
Besides newspapers, they have to be posted with the relevant state workforce agency and 3 other methods. It would not be hard to require that one of those needs to be the company career site or wherever the majority of recruiting comes from.
>Unpopular opinion around these parts, but there's a high correlation between the best candidates and people who take the time to review the job posting and customize their resume before submitting.
There's also a high correlation between matching the job description perfectly and the resume being AI generated and/or dishonest. Doubly so if the requirements are overly specific or contain pure nonsense as some do (saw "Must have 5 years experience with Claude Code" recently). You can filter out people who blatantly don't match the job and those who obviously just copied the job description. Never seen much correlation between the quality of resumes in the middle (ok to great) and how well they do in interviews.
Not to mention at many places "requirements" are mere suggestions or a low-effort list of technologies taken from the resume of the person who quit. Everybody has their own filtering rules and hiring managers rarely agree with each other much less the HR people usually doing the first round of filtering. The true requirements come out only at the resume filtering or interview stage.
>I doubt the "best candidate" is also the person who can't be bothered to take 10 minutes to update their resume before pressing submit.
The "best candidate" a lot of times doesn't mean the best able to do the job. It often means the ones who 1. makes the hiring manager feel good by being enthusiastic about their (statistically) average job for average pay and 2. minimizes their perceived risk of looking bad for their hiring choice.
>If a job listing asks for Python and someone submits a resume that does not list Python, it's fair to reject that candidate.
If you're not a FAANGMULA type place then sure. But also if your job posting lists something like "Python 3.14" or "7+ years Python" I know the hiring manager probably doesn't know the first thing about python. In that case I think it's fair for any decent programmer to lie because they will likely surpass the hiring managers knowledge by studying python a bit before the interview.
Doubtful. Most consular green card applications are for family based immigration. This pause is also for final interviews for visas that are basically approved already. Labor market test already happened a while ago if relevant.
Employment based green cards are mostly granted inside the U.S. via adjustment of status without state dept involvement.
>successive administrations ignored the intent of the law, for so long that people began to rely on assurances that the law never promised. Now that the law is getting applied properly, those people are facing the consequences.
No, there's nothing proper about it and it has nothing to do with the merits of the visas in question. There is no law saying that the state department should make travel impractical for people USCIS has already decided can live/work in the US. The reverse is much more likely. They want to push people off of legally obtained visas by causing unreasonable delays.
H1B is temporary but you can have immigrant intent. It can be extended indefinitely with an approved green card application. Your employer is going to pursue that if you're on h1b and they want to keep you around. Many if not most h1b holders are in that category and will get a green card eventually. They are simply waiting for that to be available due to quotas based on their qualifications and birthplace.
Not sure what you're trying to say regarding back-dating. I think what you're missing is that long term holders of H1Bs universally have an approved PR or at least a pending one. That's the basis for extending it past the usual temporary limit. They need to stay on the work visa (with its limitations) until the immigrant visa becomes available (different from approval).
>seeking permanent residence on a tourist visa is not allowed, under most conditions.
In the US, it's allowed under your stated conditions. Immediate relatives of US citizens can generally adjust status to PR from any status (including tourist visa/visa waiver) or no status. Although if your underlying status expires you could be temporarily detained on a discretionary basis.
That said, it's better to pursue a K1 if you plan to get married shortly after arriving. It's very unlikely you will be granted a tourist visa if you tell the truth in the interview that you're engaged to someone in the US with immediate plans to marry.
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