Husys - A People2.0 Company

Husys - A People2.0 Company HUSYS - A People2.0 Company. ( https://husys.com), India's only true HR Function Outsourcing firm ded

We at are united by the Core Values that binds every Husyst (Our Team Members) to deliver the best to our clients. At Husys these core values forms the DNA of our organization. We strive to live up to these values and make every second of our service is delivered with the same rigor and consistency all through our journey with our clients.

🚨 The H-1B Reality for US Startups in 2026If you're hiring software engineers, here's a question worth asking:Why spend ...
16/06/2026

🚨 The H-1B Reality for US Startups in 2026

If you're hiring software engineers, here's a question worth asking:

Why spend $250,000+ and wait 12–18 months to hire talent through the H-1B process when you can access the same Indian talent pool in under 10 days?

📊 The numbers tell the story:

✅ 71% of H-1B recipients are Indian nationals

✅ H-1B Engineer (Year 1 Cost)
💰 $250,000+
(Including salary, visa fees, legal costs, and relocation)

✅ Engineer Hired Directly in India via EOR
💰 $19,200–$29,200 all-inclusive

⚡ Time to Hire:
* H-1B: 12–18 months
* India via EOR: 5–10 business days

🎯 Lottery Risk:
* H-1B FY2026 selection rate: ~35%
* India Hiring: No lottery. No cap. No uncertainty.

📈 Scaling Your Team?
Hiring 2 engineers through H-1B can cost $700,000+ over three years.

The same team hired remotely in India may cost just $120,000–$170,000 while giving you access to highly skilled developers, faster onboarding, and fully managed compliance.

For startups, every dollar spent on immigration fees is a dollar not invested in:
✔️ Product Development
✔️ AI & Innovation
✔️ Customer Acquisition
✔️ Market Expansion

Before committing to an expensive visa process, evaluate whether hiring developers directly in India can help you build faster and scale smarter.

👉 Read the complete comparison and cost breakdown:
https://husys.com/blogs/hire-developers-in-india-instead-h1b/

$10K+, That's what it can cost to compliantly exit a $1100/month employee in India after several years of service.Most U...
11/06/2026

$10K+, That's what it can cost to compliantly exit a $1100/month employee in India after several years of service.

Most US companies don't learn this during hiring.

They learn it during termination.

US

→ At-will employment
→ Faster exits
→ Severance often discretionary

India

→ 30–90 day notice periods
→ Gratuity obligations
→ Statutory requirements
→ Compliance-led termination processes

Before terminating an employee in India, ask:

✓ Is notice legally required?
✓ Does gratuity apply?
✓ What documentation is required?
✓ What are the final settlement obligations?
✓ Would an EOR help reduce compliance risk?

The biggest India hiring risk isn't hiring.

It's assuming termination works the same way it does in the US.

📖 Read the complete guide:
https://husys.com/blogs/employee-termination-in-india-guide-for-us-company

🚨 H-1B Hiring Just Got More Unpredictable — Is There a Better Way to Access Global Talent?The H-1B landscape has gone th...
10/06/2026

🚨 H-1B Hiring Just Got More Unpredictable — Is There a Better Way to Access Global Talent?

The H-1B landscape has gone through significant changes over the last year.

🔹 Higher compliance scrutiny
🔹 Changes to the H-1B selection process
🔹 Rising filing and processing costs
🔹 Increased uncertainty for employers planning long-term workforce growth
🔹 Ongoing legal battles around the proposed $100,000 H-1B fee

While a recent U.S. federal court ruling has temporarily struck down the controversial $100,000 H-1B petition fee, the future remains uncertain as appeals and additional policy discussions continue. Employers are still facing visa-related risks, lengthy hiring timelines, and growing competition for highly skilled talent.

For many companies, the question is no longer:

"How do we win the H-1B lottery?"

Instead, it's:

"How do we build a global team without depending on visa uncertainty?"

That's why more U.S. businesses are exploring remote hiring in India through an Employer of Record (EOR).

✅ Access India's world-class talent pool
✅ Hire in as little as 5–10 business days
✅ No visa dependency
✅ Fully compliant employment setup
✅ No need to establish a local entity
✅ Lower operational costs with faster scalability

Whether you're a startup, technology company, or growing enterprise, understanding the true cost, timeline, and risk differences between H-1B sponsorship and hiring in India can help you make smarter workforce decisions in 2026.

📖 Read our complete comparison:
https://husys.com/blogs/h-1b-vs-remote-hiring-in-india/

What do you think will be the biggest challenge for H-1B hiring in the next 12 months?

Payroll Vendor or EOR? Most companies expanding into India confuse the two.A payroll vendor can process salaries and sta...
08/06/2026

Payroll Vendor or EOR? Most companies expanding into India confuse the two.

A payroll vendor can process salaries and statutory deductions.

But they do not become the legal employer.

An Employer of Record (EOR), on the other hand, legally employs the worker, manages compliance, payroll, contracts, benefits, and local labor law obligations.

This distinction matters more than most companies realize.

Choosing the wrong model can lead to:

✔ Compliance risks
✔ Permanent establishment exposure
✔ Employee classification issues
✔ Unexpected termination liabilities

Before hiring your first employee in India, make sure you understand the difference.

👇 We break down the key differences, legal responsibilities, costs, and compliance implications in our latest blog.

Read the full guide here:
https://husys.com/blogs/eor-vs-local-payroll-vendor-india/

📞 +91 72040 12636
✉️ [email protected]

One principle experienced investors and operators understand well:The first thing you evaluate is the exit, not the entr...
01/06/2026

One principle experienced investors and operators understand well:

The first thing you evaluate is the exit, not the entry.

Yet when companies assess India expansion, most attention goes to:

→ compensation
→ talent availability
→ payroll costs
→ hiring timelines

Far less attention goes to what happens when employment ends.

A $1,150–$1,200/month India employee can cost $10,000–$11,000+)to exit compliantly in India after several years of service.

Most US employers don't learn that during hiring.
They learn it during termination.

US:

→ At-will employment
→ Fast exits
→ Severance often discretionary

India:

→ Notice periods (typically 30–90 days)
→ Gratuity obligations
→ Statutory requirements
→ Compliance-led termination processes

The biggest India hiring risk isn't hiring.

It's assuming employment exits work the same way they do in the US.

The strongest CFOs don't just model hiring costs.

They model the entire employment lifecycle.

📖 Further reading:
https://husys.com/blogs/employee-termination-in-india-guide-for-us-company/

📞 +91 72040 12636
✉️ [email protected]

🚨 343,981 → 211,600That’s 132,381 fewer H-1B registrations in one cycle. A 38.5% drop.18 months ago, founder conversatio...
29/05/2026

🚨 343,981 → 211,600

That’s 132,381 fewer H-1B registrations in one cycle. A 38.5% drop.

18 months ago, founder conversations sounded like:
"Can we sponsor this candidate?"

What we're increasingly hearing now while enabling India hiring:

"How fast can we hire?"
"Can we fill these engineering roles this quarter?"
"Do we have another path?"

The shift is subtle, but important.

H-1B used to be a hiring process.

Now it's becoming a hiring risk variable.

Founders are navigating:
❌ Higher registration costs ($215 per candidate)
❌ Increased compliance scrutiny
❌ Selection uncertainty
❌ Hiring timelines that are harder to predict

What we're seeing on the ground:
✅ Teams prioritizing speed-to-hire
✅ Product roadmaps tied closely to hiring velocity
✅ Distributed teams becoming operationally normal
✅ India entering hiring discussions much earlier

This isn’t about replacing H-1B.

It’s about a question more companies are asking:

"If we need talent now, what’s our fastest path?"
https://husys.com/blogs/h-1b-vs-remote-hiring-in-india/

📞 +91 72040 12636
✉️ [email protected]



Suresh Kumar - India EOR Expert GR Reddy Husys - A People2.0 Company

Today, we recognize the people behind every successful workforce - HR professionals.From hiring global talent to ensurin...
20/05/2026

Today, we recognize the people behind every successful workforce - HR professionals.

From hiring global talent to ensuring compliance, engagement, and employee well-being, HR teams play a critical role in business success.

Wishing everyone a very Happy International HR Day! 🌍✨

9 out of 10 US startups underestimate this when hiring in India:👉In India, terminating an employee can involve:✔️ 30–90 ...
14/05/2026

9 out of 10 US startups underestimate this when hiring in India:👉

In India, terminating an employee can involve:

✔️ 30–90 days notice
✔️ Statutory severance
✔️ Gratuity payments
✔️ Government notifications
✔️ PIPs & documented performance records
✔️ Reinstatement risk if process fails

A single termination dispute can stay active for 6 months to 2 years — with courts empowered to order reinstatement + full back wages.

Here’s the reality most global employers discover too late:

🔹 A ₹1,00,000/month employee (~$1,150/month) with 5 years tenure can cost ₹9L+ (~$10K+) to exit compliantly
🔹 Performance exits without a PIP are one of the biggest legal risks
🔹 India’s labour laws heavily favour documented due process
🔹 “At-will employment” does not exist in India

After supporting 5,000+ global companies and managing 50,000+ workers across India, one pattern is clear:

The biggest India compliance risk isn’t payroll.
It’s termination.

Our latest 2026 guide breaks down:

• India vs US termination laws
• Retrenchment rules
• Severance calculations
• Labour court timelines
• PIP requirements
• Government approval thresholds
• How EORs reduce termination liability

If you're hiring or scaling in India, this is essential reading before your next exit decision.

Read More 👇 :
https://husys.com/blogs/employee-termination-in-india-guide-for-us-company/

📞 +91 72040 12636
✉️ [email protected]

Most US founders thinking about India hiring focus on salary savings. The smarter question is: what does getting complia...
15/04/2026

Most US founders thinking about India hiring focus on salary savings.

The smarter question is: what does getting compliance wrong actually cost you?

A US SaaS company that hires a developer in India as a "contractor" to avoid entity setup can face $50K–$200K in penalties, legal fees, and back payments. Husys

That's before you factor in the time cost of entity setup 6 to 12 months of legal and registration work before your first hire is even live.

With EOR, that risk profile flips entirely:

→ Time to first hire: 8 hours, not 6 - 12 months
→ Compliance: Husys handles it, not you
→ State setup: single point of management across all Indian states
→ Hiring speed: weeks, not quarters

If you're a founder at a 100 - 180-person healthtech, fintech, or logistics software company in Chicago, Atlanta, or Seattle and you're hiring your first 3-8 people in India you don't need an entity yet.

You need to move fast and stay clean.

📖 husys.com/blogs/eor-guide-us-companies-hiring-india-compliance/

💬 What's been holding you back from pulling the trigger on India hiring?

If you're a founder running a 50 - 200-person company in the US, here's the India hiring question you'll face eventually...
14/04/2026

If you're a founder running a 50 - 200-person company in the US, here's the India hiring question you'll face eventually:


Entity or EOR?
We've helped founders in Chicago, Seattle, and Miami answer this across fintech, healthtech, and logistics software. Here's the pattern we see:


You don't need an entity yet if:
→ You're hiring product managers, backend developers, QA engineers, or finance analysts for the first time in India
→ Your team will be under 10 people for the next 12 months
→ You want to move in 3 - 4 weeks, not 6 months


An entity starts making sense when:
→ You're scaling a 20+ person team with dedicated India leadership
→ Your India operation is generating or enabling significant revenue
→ You're building for the long-term offices, brand, local presence


The mistake we see early-stage founders make over-engineering the structure before they've



validated the hire.
Start with EOR. Hire 2 - 3 strong people. See what India can do for your product or ops. Then build from there.
📖 husys.com/blogs/employer-of-record-india/


💬 What roles are you looking to hire in India first? Drop them in the comments we'll tell you what setup makes sense.


Address

Hyderabad
500016

Opening Hours

Monday 9:30am - 6:30pm
Tuesday 9:30am - 9pm
Wednesday 9:30am - 9pm
Thursday 9:30am - 9pm
Friday 9:30am - 9pm
Saturday 9:30am - 9pm

Telephone

+919948078937

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