Wow. I wonder what photos of the VP OzGuy has. Something involving Wallabies?
If they get married, btw, she can apply for employment authorization on an L-2 (dependent category for L-1). Which you may or may not want to mention 
And unless he’s a manager there and coming to be a manager here (which is a fairly narrowly defined thing in immigration law), an employment-based green card is still going to require labor certification, which is a huge PITA and takes years in most cases.
Thanks…it wasn’t meant as immigration advice, more as a feint to “we need to do due diligence” and blaming immigration law.
By the way, its quite possible that the division head is giving the VP all the rope he needs to hang himself. Division heads don’t get to be division heads because they don’t know the games being played. I’ve seen that happen with something like this as well.
Silly me. I thought this thread was going to be about the boss having you put his dog on the payroll.
J.
Can i work there too? One interview, a job offer AND a relocation package??? I’m no CEO, but even on my level of VP, three to five separate face to face interviews is the norm. I’ve not gotten the job after five interviews with the same company…kinda makes me wonder what I did wrong?
Which may still very well be the case. How is the company going to look if they spend tens of thousands of dollars to relocate the guy, only to find out they can’t keep him in the long run because they can’t get him a green card because they can’t document that there are no U.S. workers who can do his job? Most types of work visas have a maximum period of validity, after which they can’t be renewed unless you have reached a particular point in the green card process.
He knows about the marriage piece. He’s electing NOT to marry her and bring her.
And, no, he’s an IC there, and will be an IC here - not a manager.
guy sounds like a real piece of shit. If your higher-ups are pushing you to hire filth like that, I too would say start looking for another job. “Can’t handle the stress of interviews?” going to dump his fiancee for this move? great guy.
Then let me introduce you to the joy that is the labor certification process. Be prepared to pay out thousands of dollars not only in legal fees, but required newspaper and/or journal advertising to prove that there are no U.S. workers who can do his job at the prevailing wage (which is determined by the Department of Labor). If that doesn’t work, then after 5 years, poof! he’s gone, because he will run out of time on his L-1B visa (unless you can find another relevant visa category - and that time limit is cumulative with the H-1B six-year max, so that won’t help you either).
Enjoy!
In defense of the new guy -
No one knows, or should care, what his relationship is with his fiance. That’s their business. Maybe she doesn’t want to emmigrate, maybe she doesn’t want to leave her family and friends. Moving across town is a big deal, relocating across country is a bigger deal. Moving half way around the world can be incredibly intimidating. Maybe they have an agreement that the new guy gives it a go for one year at which point they’ll reassess their situation? idk
The OP wasn’t hired to run the company. He was hired to a job and was recently rewarded by the company to head a new project. The company has faith in him. Faith to do a satisfactory job, not to challenge the VP on who the VP can hire. The OP still has a recomendation for the other three positions. He should accept the VP’s recommendation, grin and bear it.
The new guy might be a fantastic worker. He’s adventurous, and daring enough, to move to another country. The VP certainly likes something about him. That should count for something.
Personally, I recommend dropping the objections to the new guy, and to the way he’s being hired. Give him a chance to prove himself, or to screw up. Concentrate all efforts on completing the new project, on time, and under budget. IMHO, of course.
What stands out the red flag, though (at least IMHO) isn’t the new hire himself, but rather, that the OP was misrepresented. That was/is what seems like the real glaring issue.
Being too upset about a top manager exercising his clout would be silly and unproductive. Worrying about that manager lying about what you said is not silly at all. What else is he going to lie about?
If you are very lucky he’ll confess to a “typo” in the mail and back down. It is also possible he will claim you said something to make him think you loved this candidate so it is all your fault. If you can think of anything that you said that could be twisted into an endorsement, however painfully, you might bring it up to give the VP an out.
Yes, it’s unfair that the OP was misrepresented (in his opinion, anyway). I think this falls under title of shit happens.
What’s the upside to pointing out that the VP is confused, incorrect, misrepresenting the OP, or lying his ass off? I-was-right-but-I-was-dismissed isn’t going to put food on the table. just sayin’
Currently, the company believes in the ability of the OP to handle a new project. That’s a big plus. Do your job, overcome any obstacles, earn larger, more important projects, earn promotions, and hire your own new guy when you become VP. You may then find it beneficial to crush any underling who publically, and repeatedly, suggests that you are a liar.
Yes, all in all, I think this is going to be a case of “suck it up, buttercup”.
I’m NOT going to discuss the misrepresentation with the VP. I am going to discuss my preference that he refer Ozguy back to me should future “issues” jump the management chain.
Ozguy gets the offer tomorrow.
I had him do the interviews anyway, while the offer was getting processed.
Watch your back, man. I one of the first DS9s, Sisco yells at the new security guy for going over his head. Might be worth watching.
I understand if you’d rather not answer, but now that he’s done the interviews, are you more confident that he’ll be a good fit?
Here is my honest assessment. He’s young (read - inexperienced), but has some of the relevant background. There’s a lot I’m going to have to train him on, which I would rather not have to do, but them’s the breaks. He’s probably one grade level below what we’re offering. He’s got people skills. We’ll see if that translates into actually delivering (talk vs action).
All in all, it could be worse, could be better. Not who I would have picked perhaps, but I can work with him.
(post shortened)
You mean you’re going to tell him that you appreciate his confidence in you that you will be able to handle any internal conflicts within your group, and that you are looking forward to any input he may have to ensure the success of your project. 
It’s all in the wording. hehehe.
Good luck.
I think that you should make up your mind, as to whether he is qualified or not.
I think that you’re feelings are hurt, and your professionalism is insulted, as is reasonable.
I think also that you want to hire the candidate, and that no one else will do.
I think that you want to keep your job, and do what everybody above you is telling you to do.