Sahil Nyati of Meritmap thinks companies have a global-talent infrastructure problem.
Organizations increasingly recruit, develop, and move talent across borders, but the systems supporting those decisions remain fragmented. Talent management may sit in one platform. Global mobility sits somewhere else. Immigration is handled through attorneys and specialized providers. Compensation and benefits require another set of systems, while international employment can introduce payroll, employer-of-record, and additional compliance workflows.
Nyati believes those functions are increasingly different parts of the same talent decision.
Meritmap is being built around that thesis, connecting four areas that organizations have traditionally managed separately: talent management and development, global mobility, immigration and visa preparation, and global employment, compensation and benefits.
“Companies don’t experience these as four independent problems,” Nyati says. “They are often different stages of the same talent decision.”
Connecting the global talent lifecycle
Consider an employee being evaluated for an international opportunity. Before making that move, an organization may need to understand the employee’s skills and career trajectory, mobility and immigration considerations, relocation requirements, compensation differences between markets, employment structure, and the long-term implications of moving that person.
Today, answering those questions can require multiple internal teams and external providers.
Meritmap’s thesis is that more of the underlying information and workflow could live within a connected intelligence layer, potentially helping employers and professionals see how different stages of the global talent lifecycle relate to one another.
The goal, Nyati says, is not to automate every decision. Artificial intelligence can be particularly useful for organizing information, identifying gaps, matching people with relevant opportunities, surfacing potential pathways, coordinating workflows, and reducing manual research. Decisions requiring legal or other regulated professional judgment remain with qualified professionals.
Starting with immigration
Part of Meritmap’s thinking grew out of Nyati’s experience building Jinee Green Card, a platform focused on helping professionals prepare for talent-based U.S. immigration pathways — documented through client feedback.
Working around pathways such as O-1A, EB-1A, and EB-2 National Interest Waiver highlighted a recurring problem: the information needed to understand someone’s professional trajectory was often scattered across résumés, employment records, publications, awards, professional accomplishments, and evidence that had never been systematically documented.
But immigration was only one application of that information.
The same underlying record of skills, achievements, impact, and career trajectory can matter when organizations evaluate talent development, internal mobility, leadership potential, or international deployment.
That realization helped expand Nyati’s focus from immigration preparation toward the larger global talent ecosystem.
From a professional profile to portable talent intelligence
Meritmap’s longer-term opportunity is to create a more structured and portable picture of professional talent.
Instead of viewing a person only through a résumé or job title, a global talent system could organize skills, accomplishments, professional impact, career trajectory, geographic mobility, and other signals that become relevant throughout an employee’s career.
For employers, that could give different teams a more consistent understanding of the same person. For professionals, it could make global career planning more proactive rather than waiting until an opportunity appears to discover a mobility, immigration, or employment constraint.
AI as infrastructure, not the decision maker
Like many HR and workforce technology companies, Meritmap is incorporating AI into its platform. Nyati’s thesis, however, is not that AI should replace the experts involved in global employment, mobility, or immigration.
One potential use of AI is to reduce some of the time specialists spend on tasks that may not require expert judgment.
Research, document organization, opportunity discovery, evidence tracking, workflow coordination, and information gathering can consume substantial time before an attorney, HR leader, or mobility professional makes the actual decision.
Automating more of that surrounding work could allow specialists to concentrate on the decisions where their expertise matters.
A larger bet on global work
Meritmap’s broader bet is that talent development, mobility, immigration, and global employment will become more connected as companies compete for talent across borders.
Jinee Green Card remains an important part of the origin story, while Meritmap represents the broader ambition: developing tools intended to support additional parts of the global talent lifecycle.
“Global talent already exists,” Nyati says. “What we’re trying to build is better infrastructure around it.”
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