Hiring one foreign professional and hiring five or ten at the same time are not the same exercise. As numbers increase, the employer must increasingly explain whether there is really that much professional work, who will manage the hires, and where they will work.
There is no published fixed numerical cap
There is no published rule such as “a company with 100 employees may hire up to 10 foreign professionals.” It is therefore wrong to say that five is automatically safe or ten automatically fails. But when a small company rapidly hires many professional foreign workers, the burden of explaining the business rationale naturally increases.
Organization charts become important
If ten people are all described merely as “overseas sales,” the actual picture is unclear. Show who is the manager, who trains new hires, which country/customer/product each person covers, how duties are divided with existing staff, and how headcount changes before and after hiring.
- Department-by-department organization and headcount
- Direct supervisors and managers
- Assigned countries, customers and products
- Division of roles with existing employees
- Staffing plan before/after hiring
Office space and workstations cannot be ignored
There is no legal rule of “X square meters per worker,” but saying ten full-time employees will work from an office with only a few seats raises obvious questions. Seats, PCs, meeting space, remote-work rules and attendance frequency should match the stated work style.
“Large companies hire many people” is not an explanation for a small company
Large corporations may hire hundreds of new graduates and have multiple departments, managers and sites. That does not establish that a small company can rationally hire five or ten foreign professionals at once. Industry averages are also not “safe-number” criteria.
What we additionally review for batch filings
Depending on the case: organization chart, seating plan/layout, office photographs, manager backgrounds, sales and project volume, payroll plan, hiring rationale, duty allocation for each applicant and post-entry training plan.
If ten people are truly needed, the correct approach is to explain why ten are needed—not to split filings merely to avoid explaining the reality.