Define the role
The district shares grade level, specialty, credentials, timing, compensation, and community needs.
For school districts
Full-time special-education staffing, through international J-1 talent.
Full-time services are international only — every full-time placement comes through the J-1 exchange visitor program. Our partner international network helps identify qualified educators and coordinate placement with a U.S. Department of State–designated J-1 sponsor. The goal is not simply to fill a seat—it is to build a supported exchange that brings global perspective into the school community.
One hiring path, clearly managed
Only a U.S. Department of State–designated J-1 sponsor organization can run the exchange program and issue Form DS-2019; Gaur Vision Group cannot issue it directly. The school district hires the selected teacher directly and serves as the employer of record, with responsibility for salary, payroll, and benefits. Gaur Vision Group, operated by PANKAJ GAUR LLC, sources international talent, screens and presents candidates, coordinates district interviews, and helps organize sponsor, credential, licensing, visa, arrival, and ongoing placement milestones.
Build the candidate slate
We identify and screen qualified teachers, including English proficiency, experience, and readiness for U.S. school practice.
District interview and selection
The district meets candidates and makes its own hiring decision. We help keep documentation and expectations clear.
Sponsor and visa coordination
The designated sponsor conducts program screening and, if approved, issues the DS-2019. The teacher applies for the visa; approval remains with the U.S. consular officer.
Arrival and exchange support
Orientation, housing coordination if chosen, school onboarding, sponsor monitoring, and annual cross-cultural activities support a strong placement.
Rotating network
As exchange cycles end and teachers return home, we maintain an active pipeline of qualified talent so districts can plan ahead rather than react to vacancies.
Our limited-stay and extension policy
The J-1 Teacher program is a temporary cultural exchange—not a permanent staffing route. It is intended to benefit both countries: U.S. schools gain international perspective, while visiting teachers return home with experience and ideas they can share in their own education systems.
J-1 stays are temporary; renewals and extensions are not guaranteed. Extensions are decided by the school district, the designated sponsor, and the U.S. government — not by Gaur Vision Group. We support well-documented extension requests, and every placement contract states the expected program end date. Approval is never promised and remains subject to the designated sponsor and U.S. government requirements.
J-1 Teacher programs allow an initial stay of up to three years, with a sponsor-requested extension of one or two years for a maximum of five years total. Continuations into years three through five require district approval; years four and five also require sponsor and government approval. Read the USCIS policy overview (external site), review the 2016 Teacher rule (external site), or Read the official BridgeUSA Teacher overview (external site) or review the October 2026 J-1 Program Updates.
Why timing matters
Gaur Vision Group maintains a pool of qualified international applicants, but those applicants cannot move forward until the district’s sponsorship pathway is in place. The sooner the district establishes the legal framework, secures a designated J-1 sponsor, and consults the appropriate attorneys, the sooner a qualified applicant can begin the required process.
District-side delays directly delay the applicant’s journey. Early preparation gives every party more time for interviews, credentials, sponsor review, visa steps, and a supported arrival.
How the district fee works
Current fee schedule — as of October 2026. Download the official district fee schedule (PDF).
The district employs the teacher directly and pays the teacher’s contracted salary, payroll, benefits, and ordinary HR costs. Gaur Vision Group charges the district a separate placement and management fee based on the teacher’s unchanged contracted annual salary: 25% in year one, 20% in year two, 15% in year three, 10% in year four, and 5% in year five. Continuations into years three through five require district approval; years four and five also require sponsor and government approval.
For one J-2 dependent, the fee rate increases by 5 percentage points: 30%, 25%, 20%, 15%, and 10% across years one through five. Each additional J-2 dependent adds 1 percentage point. The J-2 adjustment is charged to the district, never the teacher, applies per district agreement, and varies by district. For example, at a $60,000 salary with one dependent, the year-one fee is $18,000. The district—not the teacher—pays this fee; Gaur Vision Group never touches or deducts from the teacher’s paycheck.
If plans change
Plans don’t always hold. Here is what happens to the placement fee in each case — the exact earning trigger, replacement terms, and refund terms are in your signed district agreement, which controls.
| Situation | Fee status |
|---|---|
| Visa denied, or Form DS-2019 is not issued | No fee is due. If the teacher cannot enter the program, there is no placement. |
| Fee earned | The fee is earned on the teacher’s first day of service, as confirmed in your signed district agreement. |
| Teacher departs or the program ends early | If the teacher departs within the first 12 months, we provide a replacement candidate or a pro-rated refund, as detailed in your signed district agreement. |
| District withdraws before the teacher arrives | As stated in your signed district agreement. |
Your signed district agreement is the controlling document for when the fee is earned and what, if anything, is owed or refunded if the placement does not complete.
Placement model sources: USCIS J-1 duration policy (external site) · 2016 J-1 Teacher final rule (external site) · 22 CFR 62.2, third parties (external site) · 22 CFR 62.24, Teacher category (external site) · 22 CFR 62 category rules (external site) · direct-hire fee context (external site).
Full-time J-1 district cost estimator
Estimate annual salary and placement fee.
Enter the provider’s annual salary and school days to view salary references and the separate placement fee. The placement fee is calculated on the unchanged contracted salary; the teacher keeps 100% of that salary.
Gwinnett County 2026–27 school-year salary benchmark$61,146
Per month salary without deductions$5,096
Daily salary rate / provider$322
Contracted salary, all providers$61,146
Placement and management fee · 25%$15,287
Contracted salary (all providers) $61,146
Placement and management fee (25% of contracted salary) $15,287
Estimated annual district cost (salary + fee) $76,433
Payroll taxes, benefits, workers’ comp, and other employer costs are set and paid by the district as employer of record and are not included in this estimate.
Five-year placement fee schedule
Five-year placement fee total$45,860
Illustrative flat 25% for five years (hypothetical — not any competitor’s actual fee)$76,433
Base-model savings vs flat 25%$30,573
J-2 adjustment over five years$0
Formula: annual salary ÷ school days = daily salary rate; the separate placement and management fee equals contracted salary × the applicable fee rate. Fee rates follow the current fee schedule (as of October 2026). Continuations into years three through five require district approval. One J-2 dependent adds 5 percentage points; each additional dependent adds 1 point. The 3+ option displays three dependents; each dependent beyond three adds another point and is confirmed in the district agreement. The teacher’s contracted salary does not change. This planning estimate is separate from the $150/hour part-time services calculator. Final compensation, scope, schedule, benefits, payroll costs, and other employer costs are confirmed in writing. Every salary figure is gross, before taxes and employee-elected deductions.
District placement fee schedule.
Our work is fueled by high ethical standards: written costs before commitment, clear compensation and placement fees, no paycheck deductions by Gaur Vision Group, no promise of visa approval, and respect for the designated sponsor’s authority. Candidates and districts see what each party is responsible for before anyone signs.