Swaroop Doddawadamath, MS, PMP

How will the latest changes to the H1-B visa program impact hiring in the AEC industry? The new $100,000 petition fee for new H1-B visas will effectively eliminate new foreign workers requiring immigration sponsorship by an employer as a talent pool for our industry.   This is most often recent university graduates with specialized engineering degrees. It is intentionally cost-prohibitive. I can appreciate that this is a step seemingly to address abuse of the system, but without an exception for our industry, this will be one less hiring option for our industry. In FY 2024, there were 40,669 H1-B beneficiaries in the Architecture, Engineering, and Surveying occupational group, representing 10.2% of all H1-B beneficiaries. 37% were new visas and the remaining 63% were for continuing employment. For civil engineering alone, we are experiencing a talent gap with 8-9K more jobs per year than new graduates. Foreign students was one solution to help close that gap. Friday's proclamation by the White House seems to allow for exceptions for national interest assuming it does not pose a threat to the security or welfare of the United States. I'm hoping that AEC firms, through organizations such as ACEC (American Council of Engineering Companies) are already planning to petition for such exceptions. I am once again raising my hand to volunteer to help resolve this problem.  If you are a government official or AEC industry lobbyist, feel free to DM me.  Here are my ideas: ➡️ Yes, it is clear there is abuse and fraud in the H1-B program.  Let's do an audit and hold those committing fraud and abuse accountable. ➡️ We need to do a national job needs assessment.  The available talent in this country doesn't seem to be qualified for the available jobs in some cases.  Foreign workers may be able to fill some of those gaps, including the infrastructure needs we all seem to agree have to be addressed.  If we approach this systematically, we can solve some of this imbalance. ➡️ There is an imbalance between student visas and visas for employment after graduation.  We seem educate 𝘸𝘢𝘺 more foreign students than we provide the opportunity to work in this country long-term.  As a recruiter who has spent a career talking to these engineering students, it seems unjust. ➡️ We need to have a real discussion about our university system and our national interests when it comes to jobs.  Again, there is an imbalance.  Universities are happy to take a debtor's money and hand them a degree which will add them to a pool of candidates for which there are no jobs.  We need to help prepare students for jobs that will provide them opportunity and serve the needs of our society. I'm glad we're having this discussion now.  Let's keep talking.  My short-term concern is that this adversely impacts hiring in the AEC industry.  We need to bind together to advocate for an exception for our industry. 👍🏻James (Jim) P. Riney +JMJ

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Will H1B Changes Leave US Buildings at Risk? The new H1B visa laws could reshape how structural engineers and architects are hired in forensics and building envelope roles. The Financial Times reports that changes will make it harder and more costly for firms to bring in international expertise. For these highly specialised areas, where investigations and performance assessments rely on niche skills, delays in accessing talent could slow critical projects and increase pressure on firms to strengthen domestic pipelines. https://lnkd.in/ev2fmShk

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🚀 "Week-End" #AECJobsReport 🔹 Engineering & Infrastructure Strong demand for Transportation Engineers, Inspectors, Geotechnical Engineers, and Land Development professionals. Firms are scaling to meet project timelines. Not enough talent to keep up with the demand. 🔹 Surveying Still one of the busiest disciplines — hiring at all levels across the Northeast. 🔹 Construction Steady hiring within retail, residential, and mixed-use fit-outs, plus direct-hire leadership roles in Superintendents, Project Management, Estimating, and Safety. 🔹 Energy & Building Systems Rising need for Energy Engineers, Field Technicians, and BIM Coordinators supporting sustainability initiatives and HVAC upgrades. 🔹 Real Estate Property Managers remain in demand across Boston, the South Shore, and the Cape. #Hiring #EngineeringJobs #ConstructionJobs #Surveying #TransportationEngineering #LandDevelopment #EnergyJobs #PropertyManagement #BIM #Infrastructure #RealEstate #NortheastJobs #thebigdig On the Horizon — indicators of future development: 📈 Civil Construction - Housing and Transportation 📈 Geotechnical (field + office) 📈 Retail/ Mixed-Use Tenant Fit out - Supers 📈 Boundary & Topo Survey

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🌟 Thinking about applying for an H1B visa as a Quantity Surveyor in the USA? 🌟 Here's a condensed guide to help you out! ✅ Check Your Eligibility: Ensure your degree and experience match the requirements for Quantity Surveyors in the USA. ✅ Secure Employer Sponsorship: Find a US employer willing to sponsor your H1B visa. They play a key role in filing the petition. ✅ Gather Documents: Prep all necessary documents - degree certificates, professional credentials, work experience letters, etc. ✅ File Petition: Your employer will file the H1B petition on your behalf. Be aware of the annual cap on H1B visas. ✅ Stay Updated: Follow up on your application status and be ready for any additional documentation or interviews. Remember, starting early increases your chances, as H1B visas are limited. 💬 Have you gone through this process or have more questions? Drop a comment below or visit our website www.heather-daniel.com #H1Bvisa #QuantitySurveyor #CareerAdvice

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Professional engineering license Filing a Complaint against an Engineer. The California Board for Professional Engineers, has the authority to investigate complaints of violations of the Professional Engineers Act, such as fraud, deceit, misrepresentation, negligence, incompetence, breach of contract, failure to use a written professional geophysics and licenses professional engineers, professional. Anyone practicing in the following professions must be licensed by the Board: Civil Engineering Structural Engineering The Board also regulates the use of the following protected titles: professional engineers HOW TO FILE A COMPLAINT In order for the Board to investigate your complaint, you need to provide the Board with all of the information you have about the problem. We need you to provide a complete chronological description, including dates, of the situation. You also need to provide the names, addresses, and telephone numbers of other persons who know about the situation, including the names of any city and/or county staff if you have had contact with them about your problem. The Board needs all the facts you can provide in order to process your complaint. The Board does not have the staff to investigate inquiries based only upon suspicion or speculation. Be sure to provide copies of all documents about your complaint, including plans, drawings, calculations, maps, reports, plan check comments, letters, contracts, and invoices. Before mailing your complaint, make an extra copy of everything for your own files because we cannot return the documents once the investigation is completed. If you need more information regarding a possible violation of the Professional Engineers Act, Act, or the Geologist and Geophysicist Act before filing your complaint, please contact the Board's Enforcement Unit by e-mail at BPELSG.Enforcement.Information@dca.ca.gov or by telephone at 1-866-780-5370 [toll free]. To file a complaint with this Board, use the NEW Online Complaint Submittal portal. COMPLAINTS ABOUT THIS BOARD License Renewals File a Complaint Address Change Laws

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New H-1B Visa Fee: What It Means for the Civil Infrastructure Market. As of Sunday, the U.S. has implemented a new $100,000 fee for initial H-1B visa applications. While renewals remain unaffected, this substantial cost increase could have ripple effects across industries that rely heavily on international expertise in the civil infrastructure division. These fields often depend on highly specialized professionals, many of whom are international graduates with advanced degrees. For smaller firms and public sector agencies, the new financial burden may hinder recruitment efforts, delay critical infrastructure projects, and stifle innovation. With the U.S. tightening access to global talent, countries like Canada and the UK may become more appealing destinations for skilled professionals. To stay competitive, industry leaders may need to advocate for policy exemptions and explore alternative workforce strategies to ensure long-term resilience. #H1BVISA #CivilInfrastrcture #CivilEngineering #LandDevelopment

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📣 Urgent: How the New H-1B $100K Fee Could Shake Up Civil Engineering Just when hiring has been tight for specialist civil engineers (𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺, 𝘩𝘢𝘴 𝘪𝘵 𝘦𝘷𝘦𝘳 𝘕𝘖𝘛 𝘣𝘦𝘦𝘯 𝘵𝘪𝘨𝘩𝘵?), the White House moves to impose a $100,000-fee on new H-1B visa petitions filed from outside the U.S. As a recruiter, I see real risks for our industry. Here’s the bottom line - and why civil engineering should be exempt: Specialty roles (e.g. structural design, water infrastructure, seismic, stormwater modeling) often rely on global talent when local supply is limited. Suddenly, bringing someone in from abroad becomes prohibitively expensive. Small & mid-sized firms’ budgets are tight. A $100K fee isn’t a small drop in the bucket - it’s material. Many may sidestep foreign hires altogether. Graduate international students finishing civil engineering degrees may lose incentive: invest 4-5 years studying here, only to face a barrier just to start working. Slower project delivery, reduced innovation, and difficulty mentoring / growing a pipeline of new engineers with diverse experience - all of this can hurt infrastructure outcomes. 𝐖𝐡𝐲 𝐜𝐢𝐯𝐢𝐥 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐬 𝐬𝐡𝐨𝐮𝐥𝐝 𝐛𝐞 𝐞𝐱𝐞𝐦𝐩𝐭𝐞𝐝: Civil engineering directly supports public safety, infrastructure, disaster resilience - clearly in the national interest. Many roles are mission-critical (bridges, roads, utilities, flood mitigation) - delays cost lives, money, and stability. Think of all the outdated infrastructure that needs to be rehabbed and/or replaced. Think about all the building that is yet to come in relation to Data Centers, not to mention the energy/power infrastructure that will be required for such project. 𝐖𝐡𝐚𝐭 𝐜𝐨𝐮𝐥𝐝 𝐦𝐚𝐤𝐞 𝐭𝐡𝐢𝐬 𝐛𝐞𝐭𝐭𝐞𝐫? Clear exemptions for civil engineering roles tied to infrastructure, public projects, or national interest. Sliding scale fees based on firm size / project scope. Phased implementation to give firms time to adjust. 🔍 𝐈’𝐝 𝐥𝐨𝐯𝐞 𝐲𝐨𝐮𝐫 𝐭𝐚𝐤𝐞: 🤔 Do you think this will change your hiring strategy? 🤔 Have you already been impacted? #CivilEngineering #H1BFee #Infrastructure #Recruiting #ImmigrationPolicy #PolicyMatters #CivilEngineeringJobs

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I've been talking to hiring managers across the Pacific Northwest, and the same phrase keeps coming up: "Those mid-level folks have been a little hard to find." This was a structural engineering manager yesterday, specifically looking for someone with 5-10 years and finite element analysis experience. Not entry level. Not senior level. That sweet spot in the middle. And he's not alone. I've had similar conversations with water resources managers in Portland, transportation leads in Vancouver, and geotechnical firms in Seattle. Everyone is hunting for that same profile - engineers who've moved past the junior phase but haven't hit senior manager territory yet. The math is simple. There just aren't enough people in that experience range. The engineers who graduated in 2014-2019 represent a smaller cohort, and many have either moved into management roles or left the industry entirely. But here's what I'm seeing separate the firms who land these candidates from those who don't: speed and clarity. The companies closing deals are making offers within a week of first interview, not three weeks. They're being upfront about growth paths and project types, not vague about "exciting opportunities." The shortage is real. But most of the time, when a firm tells me they can't find mid-level talent, they've also been interviewing the same candidate for six weeks.

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Jacobs selected with HDR as consultant on New York light rail project Jacobs, in a joint venture with HDR (Jacobs-HDR JV), has been selected to provide consultant engineering services for the planned Interborough Express (IBX) light rail project connecting Brooklyn and Queens in #NewYork City. HDR is a US-based design and engineering company. HDR originally stood for Henningson, Durham & Richardson. The client is New York State’s Metropolitan Transportation Authority (MTA). Jacobs said the IBX would deliver a “world-class, light rail system to enhance mobility, reduce travel times and support sustainable urban growth” spanning The IBX will span 14 miles (22.5km) and will “continue building on the MTA’s track record of completing projects better, faster and cheaper than ever before. This can be accomplished while maintaining essential freight connectivity to local ports and supply chains,” Jacobs said. Jacobs-HDR JV will lead design development covering freight integration, tunnel retrofits and major bridge modifications while also advising on delivery strategy and operational readiness studies. The engineering consultancy said projected ridership of the IBX is “among the highest in the US for light rail transit” and added that the project is “expected to deliver immediate and lasting benefits – expanding access to jobs, education and essential services while catalysing growth across Brooklyn and Queens.” Jacobs executive vice president Katus Watson, PE, DBIA said: “The Interborough Express will set a new standard for modern transit – economically efficient, environmentally conscious and designed around the passenger experience. “Through advanced service planning, intuitive station design that reflects the character of each neighbourhood, we’re working with the MTA to deliver a community-centred system that keeps New Yorkers safe and connected to opportunities for growth.” HDR transportation president Thomas McLaughlin, P.E. said: “The Interborough Express is a once-in-a-generation opportunity to leverage cutting-edge technology to improve mobility and quality of life for New Yorkers living in the two most populous boroughs and beyond. “IBX will also be transformative, driving economic investment and providing better access to core services and businesses throughout the region. “Our team is excited to provide the design and engineering, operational planning, procurement and project delivery support to move this important project forward.” https://lnkd.in/eaNg5Xse

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Structural Engineers Needed Across Michigan! Michigan’s infrastructure sector is growing fast, but the supply of qualified structural engineers isn’t keeping pace. With major projects underway, from bridge upgrades to clean energy facilities, firms across the state are facing real hiring challenges. 📊 A few key stats: 1 in 4 engineers plan to retire within five years ~7,000 engineering grads annually vs. 20,000+ open roles Average salary for structural engineers in Michigan: $102K/year This isn’t just a hiring issue, it’s a capacity issue. Without enough engineers, timelines stretch, costs rise, and progress slows. #StructuralEngineering #MichiganJobs #EngineeringCareers #InfrastructureDevelopment #CivilEngineering #PEJobs #RecruitmentStrategy

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Most public agencies do not realize this yet, but consultant construction inspectors in Southern California are quietly becoming $230 per hour resources. Construction costs are rising everywhere. Materials, labor, and equipment get most of the attention. But CM&I services are increasing as well, driven by California-driven prevailing wage increases that many agencies are only now seeing in their RFP responses. In August 2025, California DIR raised prevailing wage for Group 2 construction inspectors to $101.27 per hour, with scheduled predetermined increases to $106.27 in July 2026 and $110.77 in July 2027. A critical detail that is often missed: prevailing wage is tied to the project advertisement date, not construction start. Projects advertised after August 2025 use the new rates for the entire project duration. Projects already in procurement under the old rates are the last ones agencies will see at prior pricing. Here is how CM&I billing rates are built: Start with prevailing wage ($101.27). Subtract employer-paid fringe benefits (health, retirement, PTO), roughly $15 per hour, leaving ~$86 in adjusted base wage. That base wage is then multiplied by the firm's indirect cost rate, a standard methodology used by Caltrans and most public agencies to cover firm overhead, supervision, office space, vehicles, insurance, and administration. Using the Caltrans Safe Harbor multiplier of 2.4 as a common benchmark: Today: $86 base x 2.4 = ~$206/hr loaded July 2027: $96 base x 2.4 = ~$230/hr loaded This multiplier effect is what most agencies do not see coming. A $10/hr increase in prevailing wage becomes ~$24/hr in billing rates once overhead is applied. Most contracts allow ~3% annual escalation. Loaded CM&I costs are increasing over 10% annually through 2027. For public agencies budgeting future CM&I work, the practical takeaways are straightforward: Plan for 10 to 15% cost increases on CM&I scopes. Incorporate wage pass-through language into new agreements so rate adjustments are transparent and expected rather than surprising. And when evaluating proposals, ask firms how they manage overhead, not just what their rate is. Prevailing wage is fixed by the state. Overhead is not. Firms that operate efficiently, like the team at RE Services, can deliver the same quality at meaningfully lower loaded rates without cutting corners on service. Construction costs are not just increasing. They are accelerating. And as contractor margins get squeezed by the same pressures, the temptation to cut corners on workmanship grows. This is when independent CM&I oversight matters most. Agencies that reduce inspection coverage to offset rising CM&I costs are trading a known expense for a much larger unknown one. The inspector is not just a line item. The inspector is the last line of defense on public infrastructure.

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Over the past few months, I’ve helped Engineers land their dream jobs (and salaries) at top tier firms. Here are 3 common job search mistakes I see engineers make—and how to fix them: Mistake #1: Listing duties, not impact Fix: Highlight the results you delivered (e.g., “Cut project delays by 25%”) Mistake #2: Applying without strategy Fix: Use a SWOT analysis to align your unique strengths with the job posting. Mistake #3: Generic LinkedIn profiles Fix: Your headline should reflect the value you bring, not just your job title. If you’re an engineer or project manager tired of being overlooked, I can help. I’ve helped clients land interviews within weeks after months of silence. If you want a free copy of my Job Search Playbook for Engineers, send me a DM with the word “PLAYBOOK”. _________________________________________
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Most people think the PE exam is a knowledge test. It isn’t. It’s an execution test under constraints. • No partial credit • Fixed time pressure • Heavy reference navigation • One weak domain can sink the entire exam Knowing more does not guarantee passing. Executing better does. That’s why so many capable engineers fail—especially repeat takers. The exam doesn’t punish you for not knowing everything. It punishes you for poor prioritization. Most study plans still train coverage. The exam rewards decision-making under time pressure. If your prep doesn’t train: • when to move on • when to guess • where to invest time • how to protect easy points …it’s incomplete. I’m curious—what part of the PE exam felt hardest for you? Time management, reference navigation, or knowing when to let a problem go? #PEExam #CivilEngineering #EngineeringMindset #ProfessionalDevelopment #RepeatTaker

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