But let's not apply it too narrowly. The top 2%-5% in a *lot* of fields are substantially better than the next 10%. I see a lot of people here complaining about H1B abuses, and I agree that's real, but I think that attracting the top 5% would broaden opportunities for everyone. The catch is to do it in a way that aligns the incentives with the objectives, and I think there's a simple way to accomplish that:
Any company that pays an H1B employee at or above the 95th salary percentile for *domestic* labor can have an H1B that doesn't count against the annual visa quota. At least five American workers in the same band at the same company have to certify under penalty of perjury that the band level for the job is appropriately selected. That way the incentives match the objectives.
Folks: losing your job to an underpaid foreigner who is basically getting treated as slave labor is bad for both of you. Bringing in people who will open up opportunities to create new products or manage new groups is one way to stimulate demand. If they have to be *paid* at the 95th percentile, they won't get brought in willy-nilly.
Oh. Requiring those certifications would also put a fast end to the "captive Indian contracting company" practice, and would save a lot of visiting workers from slave trade types of abuses.