There seems to be a lot of misinformation floating around here, so let me share what I've personally seen instead of repeating rumors.
Every H-1B case at USAA is handled on an individual basis. There is no blanket "H-1B purge." Whether an extension is filed depends on business needs, funding, the project, and whether management can justify retaining the position.
As we all know, USAA has been laying off employees across the company, regardless of whether they are U.S. citizens or H-1B visa holders.
My own extension was filed four months before my visa expired because my manager put together a strong business case, and it was approved. A teammate had his extension filed about a month before expiration. Within my department, I know people whose extensions were filed just one or two weeks before their visas expired. I also know someone in the banking division whose extension was filed only five days before expiration. Those situations are incredibly stressful, but they also prove that there is no single timeline or policy that applies to everyone.
In cases where extensions were not pursued, it wasn't simply because someone was on an H-1B. In several instances, managers couldn't justify keeping the position because of budget constraints or changing business priorities. Some work was shifted offshore, while others were offered the opportunity to continue by converting to a third-party contractor arrangement, which some declined.
Another point that keeps getting ignored: when an H-1B employee leaves, USAA is often not backfilling that position. The work is frequently eliminated, consolidated, moved offshore, or absorbed by existing teams. So if you're celebrating an H-1B employee losing a job because you think it means you'll be hired instead, you may be celebrating a position that no longer exists.
Yes, severance has been paid in applicable cases, and employees whose extensions were not being pursued were generally allowed to continue working during that period. I genuinely appreciate that approach, especially compared to layoffs earlier this year where they escorted employees out of the building the same day they were laid off.
So before people continue posting that "USAA isn't extending H-1Bs anymore," ask yourself whether you're sharing facts or just repeating rumors. My experience—and the experiences of several coworkers I personally know—doesn't support that claim. Don't let anonymous internet posts send you into a panic. Talk to your manager, your coworkers, and people who have actually gone through the process. Someone else's outcome does not automatically become yours.
To those on H-1Bs who are understandably worried: if you have a mortgage, children in school, or other major commitments, the uncertainty is real. We all knew the visa came with risk, but living through that uncertainty is still difficult. Don't let fear be driven by speculation.
Finally, I have to address the people cheering every time an H-1B worker loses a job.
The funniest part is watching some of you claim you're "standing up for American workers" while celebrating when your fellow Americans are laid off, and then turning around to celebrate H-1B workers getting laid off too. At that point, it's obvious this was never about protecting American workers. You seem to enjoy seeing people lose their livelihoods, regardless of who they are.
And if you believe someone else's layoff automatically creates an opportunity for you, you fundamentally misunderstand how workforce reductions work. Companies don't hire people because someone else was shown the door. They hire people because they create enough value to justify bringing them on. If you're spending more time celebrating layoffs than improving your own skills, you may be focusing on the wrong problem.