Jobs and H-1B Visa Reform

We Build Our Future Here.

Across Chicago’s West Side and nearby neighborhoods, people are asking the same question: why is it so hard to get a first real shot at the careers they trained for?

This is especially true for entry-level and early-career roles in tech, business operations, healthcare admin, and other “career track” jobs. Residents can do everything right, finish school, earn certificates, and still feel like the door never opens.

What constituents are saying they see

Many job seekers describe hiring pipelines that feel closed off:

• Entry-level postings that stay up, but never seem to lead to interviews

• Recruiters directing candidates into long loops with no outcome

• Roles that appear “open” but function like they are already filled

The H-1B program is supposed to help employers fill specialty jobs when they cannot find qualified workers. The concern is when the system becomes harder to see, harder to question, and easier to use without real transparency.

Why this matters right now

• The H-1B cap fills fast. USCIS announced it reached the fiscal year 2026 H-1B cap on July 18, 2025.

• New selection rules are coming. DHS published a final rule for a weighted selection process that generally favors higher wage tiers, with an effective date of February 27, 2026, and it is expected to apply to the FY 2027 registration season.

Constituents do not need to track every federal rule to understand what is at stake. When entry-level opportunity gets tighter and hiring becomes less transparent, working families feel it first.

What P. Rae Easley is proposing

The Local Talent First Act is built around transparency and enforcement, with specific guardrails for early-career opportunity.

1. Hiring transparency that can be auditedIf a company is using visa hiring, it should also disclose how jobs were posted, where candidates were recruited, and whether local candidates were meaningfully considered.

2. Local posting requirementsOpenings should be posted through local colleges and training programs so Chicago candidates can actually see them and apply through real channels.

3. Protect entry-level roles from becoming closed pipelinesEntry-level jobs should be entry-level jobs. The goal is to prevent early-career opportunity from quietly turning into a default sponsorship track.

4. Reinvest in local workforce pathwaysTraining-related H-1B fees were designed to support education and workforce development. Policy analysis has estimated the ACWIA training fees yield roughly $350 million annually for STEM education and training. The proposal is to ensure Chicago sees measurable reinvestment through internships, mentorships, and apprenticeships that lead to real jobs.

What this is, and what it is not

This is not a message against immigrants. Chicago has always been a city of immigrants. This is a fairness and accountability issue for workers who live here and are trying to build a life here.

How residents can help

• Vote for P.Rae Easley (and bring a neighbor!): Primary Election is March 17, 2026. General Election is November 3, 2026.

• Share your experience! We want to hear from you 🫶