What Snap H1B Employees Should Do After the Layoffs

When your employment at Snap officially ends — not when you get the layoff notice, but when your last day of employment hits — your 60-day grace period begins. This is governed by the 2017 DHS rule, and it gives you 60 calendar days to either:

• **Find a new employer** who files an H1B transfer petition on your behalf
• **Change to another visa status** (B1/B2 tourist visa, F1 student visa, etc.)
• **Depart the United States**

A few critical details most people get wrong:

• The 60 days start from your **last day of employment**, not the day you were notified. If Snap is giving you a severance period where you remain technically employed, your clock starts after that period ends. Confirm your exact last day with HR in writing.
• You do **not** need USCIS approval within 60 days. You need to have **filed** a valid petition or change of status. A pending H1B transfer keeps you in valid status.
• This grace period can only be used **once per authorization period**. If you used it earlier in your current H1B stint, you may not get another.

Get your exact employment end date from Snap HR this week. Everything else depends on this date.

Not all options are equal. Here's what actually makes sense for someone coming from Snap's engineering, product, or operations teams:

1. H1B Transfer to a New Employer (Best Option) This is the fastest and most straightforward path. A new employer files an I-129 petition, and you can start working for them as soon as the petition is filed (you don't need to wait for approval if you already have valid H1B status). With Snap's brand on your resume and the current demand for engineers with AR/ML/camera platform experience, you're well-positioned — but the job market in 2025-2026 is competitive, so don't wait.

2. Employer-Sponsored Green Card (If Already In Progress) If Snap had already filed a PERM labor certification or an I-140 for you, check the status immediately. An **approved I-140** is golden — it stays valid even after layoff (with some caveats if it's less than 180 days old). This can preserve your priority date and give you more flexibility with future employers. Contact your immigration attorney about portability.

3. H1B to O-1 Visa (For Senior/Distinguished Talent) If you have patents, publications, significant open-source contributions, or have led major product launches at Snap, an O-1 "extraordinary ability" visa might be viable. Processing times can be expedited with premium processing (15 business days). This is employer-dependent but gives you more leverage.

4. Change of Status to F1 (Buy Time, But Costly) Enrolling in a degree program and switching to F1 status can buy you time. This works best if you were already considering an MBA or advanced degree. But it means paying tuition and you can't work full-time (only CPT/OPT). Consider this a backup, not a primary plan.

5. Change of Status to B1/B2 (Last Resort) You can file for a tourist visa change of status to remain in the country while you figure out next steps. You **cannot work** on B2 status. This is purely a way to avoid departing the US while you job search, but it's risky — USCIS can deny it, and it doesn't solve your employment problem.

6. H4 / L2 Dependent Status If your spouse holds an H1B, L1, or another valid work visa, you may be able to switch to dependent status. H4 EAD holders can also work. Check if this applies to your family situation.

The first week after a layoff notice is when most critical mistakes happen — or are prevented. Here's your priority list:

Day 1-2: - Get your exact last day of employment in writing from Snap HR. Ask specifically: "What date will be reported to USCIS as my employment end date?" - Download and save copies of your I-797 approval notice, LCA, pay stubs, and any PERM/I-140 documentation from your immigration file. Ask Snap's immigration team (likely Fragomen or another outside counsel) for your complete file before your access gets cut off. - Do not sign any severance agreements until you've reviewed them with an immigration attorney. Some agreements have clauses that affect your immigration timeline.

Day 3-5: - Consult with an immigration attorney — not just Snap's company counsel, who represents Snap's interests, not yours. You need independent advice. - Update your LinkedIn and resume. Reach out to your network immediately. In-house referrals at companies with active H1B sponsorship programs are your fastest path to a transfer. - Start applying strategically: prioritize companies known to sponsor H1B transfers quickly. Large tech companies (Google, Meta, Amazon, Microsoft, Apple) and well-funded startups with established immigration processes will move faster than companies filing their first H1B.

Day 5-7: - If you have an approved I-140 from Snap, confirm its status and discuss portability with your attorney. - Set up a tracking system for your applications, responses, and deadlines. Your 60-day clock doesn't care about recruiter timelines.

By the end of your first month, you need to have a clear primary plan and at least one backup:

• **If you have interviews lined up**, communicate your visa timeline to recruiters early. Many companies will expedite the process once they understand the deadline. Ask specifically: "Can your immigration team file an H1B transfer within two weeks of offer acceptance?" If they can't answer that clearly, they may not move fast enough.
• **If the job search is slow**, begin preparing your backup plan. This means researching F1 programs with upcoming start dates, consulting your attorney about a B1/B2 change of status filing, or exploring O-1 eligibility.
• **File any change of status petition before day 50** at the latest. USCIS needs to receive your petition while you're still in valid status. Don't cut it close — postal delays, filing errors, and missing documents can cost you everything.
• **Continue working your network aggressively.** The Snap alumni network is large. Former colleagues who landed at other companies are your best source of referrals. Join Blind, LinkedIn groups for laid-off tech workers, and H1B-specific communities.

These are the errors immigration attorneys see repeatedly after tech layoffs. Avoid all of them:

1. Assuming severance = employment. Severance pay does not necessarily mean you're still employed. If Snap terminates your position but pays severance, your H1B clock may have already started. Get clarity on this in writing — it's the single most important fact in your situation.

2. Waiting for the "perfect" job. You can always change jobs later. Right now, you need a valid H1B transfer filed. Accept a legitimate offer that sponsors your visa, even if it's not your dream role. You can job-hop after your status is secured.

3. Not downloading your immigration documents. Once your Snap email and internal systems are deactivated, getting copies of your I-797, LCA, and PERM filings becomes much harder. Snap's outside counsel may charge you or be slow to respond. Get everything now.

4. Relying on Snap's immigration attorneys after termination. Their client is Snap, not you. They'll answer basic questions, but they won't advocate for your best interests. Hire your own attorney.

5. Traveling internationally during the grace period. Leaving the US on an expired visa stamp means you'll need a new visa stamp to re-enter, and you may not be able to get one without a new employer. Do not travel internationally unless your attorney explicitly clears it.

6. Ignoring the I-140 question. If you were in the green card process at Snap, your approved I-140 petition could be the most valuable immigration asset you have. Don't let it lapse by failing to act.

Snap's layoff of approximately 1,000 employees — roughly 16% of full-time staff — is part of the company's pivot toward AI-driven workflows. Here's what this means for your job search:

• **Your skills are in demand.** Snap engineers work with AR/VR, computer vision, real-time media processing, and large-scale infrastructure. These are exactly the skill sets that companies investing in AI are hiring for. Position your resume around these capabilities.
• **Snap's reputation helps.** Despite the layoff, Snap is respected for its engineering culture. Hiring managers at other tech companies will take your application seriously.
• **Consider adjacent industries.** Your Snap experience translates well beyond social media. Autonomous vehicles, healthcare imaging, defense tech, and fintech companies all need the computer vision and ML expertise Snap engineers carry. Don't limit yourself to consumer social apps.
• **Non-tech companies are sponsoring more.** Large enterprises in finance, consulting, healthcare, and retail have expanded their H1B sponsorship programs as they build out tech teams. Cast a wider net than just FAANG and startups.

• **[H1B Options Quiz](/quiz)** — Take our free quiz to get a personalized assessment of your visa options based on your specific situation.
• **USCIS case status tracker** — Bookmark [egov.uscis.gov/casestatus](https://egov.uscis.gov/casestatus) and check your pending cases regularly.
• **H1B employer lookup** — Search which companies near you are actively sponsoring H1B visas to target your applications.
• **Your Snap immigration file** — Request your complete file from Snap's immigration counsel (likely Fragomen) before your last day.
• **Independent immigration attorney** — Organizations like AILA (American Immigration Lawyers Association) have directories to find qualified attorneys in your area.