From the outside, 9170 Irvine Center Drive is just another quiet office building in Irvine, California. But public records show it is the hub of a system that recruits workers overseas, then funnels them into U.S. jobs through visa dependency. For countless American families watching their wages fall and opportunities vanish, this isn’t some distant policy fight; it’s the hidden hiring machine determining whether an American worker gets a fair chance or never even enters the room.
This building is not unique. All across the country, the same pattern is unfolding. An entire industry, one most Americans have never heard of, is quietly rewriting the rules of the labor market. These aren’t tech companies in the traditional sense. They don’t sell innovation or software. They sell people. They profit by importing temporary, visa-dependent workers through loopholes in the U.S. immigration system.
Behind glossy websites and ordinary-looking job ads lies a vast, coordinated network stretching across the United States, Canada and India. What looks like routine consulting is, in reality, a sophisticated labor-broker operation engineered to move workers, money and paperwork across borders while pushing qualified American professionals aside in favor of cheaper, more controllable foreign replacements.
The network uncovered in Irvine is not an isolated case, it is simply one example of a much larger system operating in plain sight. As vast and shocking as this structure may appear, it represents only a single case in an industry that has quietly grown into countless similar operations nationwide. Some are even larger, more sophisticated and more deeply entrenched in federal contracting, Fortune 500 supply chains and the broader tech economy than most Americans would ever imagine.
What makes these networks so difficult for the public to recognize is that they don’t look like cartels. They look like consulting firms, staffing agencies, training centers and “talent solutions” companies. But behind the professional branding is the same core model: Recruit abroad, secure visas, control the worker through sponsorship and sell their labor to American companies at a discount.
The victims? American professionals who often never even learn why they were passed over and rarely see the system responsible for shutting them out.
This epidemic did not emerge by accident. It was enabled by an immigration framework that has not been meaningfully enforced for decades, combined with a labor supply chain that rewards middlemen who can deliver a cheaper, more dependent workforce. When a system offers profit for exploitation and imposes no real consequences for abuse, it creates the perfect environment for sprawling labor-broker networks to flourish. The result is a shadow industry that operates faster than regulators, hides behind corporate lawyers and thrives on the assumption that no one is watching.
But now, the curtain is being pulled back, and exposure of the architecture, filings, shell companies and recruitment methods involved will reveal how these labor cartels operate openly and intentionally. Regulators can no longer claim they “didn’t know.”
The hidden network behind America’s foreign worker pipeline
To understand how these systems grow, it helps to see how simple the underlying model really is. Once a network learns how to exploit the loopholes, how to file speculative H-1B petitions, how to market inflated resumes, how to bench workers between assignments without detection, the entire structure becomes scalable. One operator becomes five. Five become fifty. Soon, dozens of companies with different names, different websites and different “brands” are all feeding from the same pool of imported labor, while presenting themselves to American employers as independent vendors.
And this is where the problem becomes national. These labor-broker networks do not compete on skill, quality or innovation. They compete on how cheaply they can deliver a worker who cannot walk away. That model rewards the middlemen at the center, but punishes two groups: the foreign workers who become indebted and controlled and the American workers who never even see the opportunities taken from them. This is not a marketplace. It is a controlled supply chain.
Most Americans would never suspect that thousands of these operations exist, because they hide behind layers of LLCs, “partners,” subcontractors and offshore affiliates. They blend in to the background of job postings, LinkedIn profiles and vendor lists. And they survive because for years no one has connected the dots, traced the shell trail and followed the filings from one office suite to the next.
Now that these connections are documented, the huge scale becomes undeniable. The scheme uncovered in Irvine is not an exception. It is a blueprint – a template – a system so widespread that it has become its own industry, operating alongside legitimate businesses but playing by an entirely different set of rules.
Inside the Denken network
For years, the network operated in plain sight – multiple companies, multiple websites, multiple “brands,” all presenting themselves as ordinary technology consulting firms. But when their filings, addresses, officers and recruiting practices are placed side-by-side, a different picture emerges: not a collection of independent businesses, but a coordinated labor-broker enterprise organized around a central figure, Rajendra “Raj” Maddula.
At the center of this system is Denken Solutions, Inc., the flagship entity that publicly markets itself as a mid-sized technology staffing firm. Yet behind the polished image is a corporate structure built around visa sponsorship, offshore recruiting and the rapid movement of foreign workers into U.S.-based jobs. Public records show Denken filing high volumes of H-1B, OPT and PERM applications for workers who are then cycled through client assignments, often with wage rates far below those typically earned by American workers with equivalent experience.
From there, the web expands. Apeiro Technologies (also known as IT Division Inc. & Vimaan Software Technologies Inc.), Valiantica Inc., Sophlogic Global, Global Squirrels, MedCadre LLC, Skoolville and The Ashlar Group all connect back to Maddula through shared officers, shared office suites, overlapping recruitment language and near-identical sourcing models.
Each company plays a specific role: One recruits overseas, another files visa petitions, another provides placement, another handles payroll, another manages offshore training. What looks like a cluster of unrelated firms is, in reality, a vertically integrated labor pipeline.
This structure did not develop by accident. The network functions as a controlled ecosystem where workers can be moved between entities, reclassified, redeployed or re-filed depending on contract needs and visa timelines. Resumes are marketed by one company, visas sponsored by another and payroll run through yet another, creating enough distance to obscure who is truly controlling the worker and making it harder for regulators to pierce the corporate veil.
Even the public-facing leadership reinforces this illusion of independence. Some companies are fronted by nominal executives with little digital footprint or history in the field, while business registrations list Maddula or individuals tied to him as officers, directors or authorized agents. In several cases, the same individuals appear across multiple companies within the network, signing documents, managing bank accounts or overseeing recruiting operations.
Taken together, the evidence reveals a coordinated system, not of innovation, but of labor arbitrage – a system designed to import, control and deploy foreign workers while maintaining the appearance of legitimate tech consulting. And, as the filings make clear, a system built around one central organizing figure whose companies collectively manage recruitment, sponsorship, training, placement and redeployment across three countries.
If the emergence of hidden labor cartels is a national problem, the Denken network is the blueprint. It is the case study that lays bare how these systems operate, how they scale and how easily they can displace American workers while appearing to be just another set of routine tech vendors.
The business model: How the Denken network turned U.S. visas into a labor supply chain
To understand how the Denken network has operated, Americans must first understand what this industry actually sells. These companies do not sell software. They do not sell innovation. They sell people, packaged as “consultants,” “resources,” “talent” or “contingent workers.” These terms may sound harmless or technical, but in practice they describe a labor-broker model built to import foreign workers, control their immigration status and deploy them to U.S. companies on demand.
In the Denken case study, this system follows a clear and repeated pattern: Recruit overseas, sponsor a visa, secure control of the worker, then sell that worker’s labor to American employers at a profit. Every company in Rajendra Maddula’s network plays a role in this pipeline.
This model works because the incentives are simple. A U.S. company pays Denken, or any affiliate, an hourly rate for a “consultant.” Denken then pays the worker far less, often using the leverage of visa dependency to keep wages low. The difference between the bill rate and the worker’s pay is pure profit. And the more workers they control, the more money they make.
That is the business model. Everything else – websites, branding, job ads, “innovation” messaging – is window dressing.
Stockpiling visa workers: A workforce built before the work exists
A central feature of Denken’s operation is stockpiling H-1B visa holders – acquiring more workers than they have actual jobs for.
Public filings show the company and its affiliates routinely filed visa petitions with no guaranteed position available. This is illegal and it is the foundation of visa fraud schemes nationwide.
Why recruit without jobs? Because a worker with an approved visa becomes a product on the shelf, ready to be placed with a client the moment a contract opens. That gives the labor broker a massive advantage over legitimate American competitors who must recruit, interview and hire workers before they start a project. Instead of waiting, the network builds an inventory of foreign workers, all dependent on the sponsor for their legal right to remain in the United States. This labor pool becomes the cartel’s greatest advantage over American companies and workers.
Submitting fraudulent visa applications
The records show a pattern consistent with classic immigration-fraud prosecutions:
- Submitting petitions for workers who had no job assignment.
- Claiming specialized roles that did not exist.
- Falsifying job descriptions, job sites and wage levels.
- Misrepresenting that the worker would be employed directly by the petitioning company, while knowing they would be outsourced to third-party clients nationwide.
- Adjusting status applications to help workers obtain green cards under false pretenses.
This is not paperwork sloppiness. This is a deliberate scheme to obtain visas for job candidates before securing the jobs themselves, a violation of U.S. immigration law and a hallmark of visa-broker operations.
There is documented evidence that the network submitted visa applications, seeking H-1B, H-4, L-1, OPT, CPT and PERM approvals under misrepresented conditions.
They received labor certifications from the Department of Labor and immigration approvals from USCIS by concealing the workers’ true job duties and by overstating the existence of actual, available work. Once the visa was approved, the worker could be imported, housed, controlled and deployed across the U.S. labor market.
The scheme: A low-cost labor pool built through visa fraud
The purpose of this system is simple: to build a cheap, controllable workforce that can be used as needed, benched when not profitable and redeployed whenever a new contract becomes available.
The profit model flowed like this:
- Sponsor a foreign worker for an H-1B visa, claiming he or she will work for the company directly, when no such position exists.
- Bring the worker to the U.S. or transfer H-1B workers already in the U.S., where their legal right to remain is entirely dependent on the sponsor.
- Keep the worker on the “bench” until a client project opens.
- Assign the worker to a third-party company, while charging the company and taking a percentage of the worker’s salary.
- Collect profit with minimal overhead, because the cost of keeping the worker on the bench is far lower than the revenue generated once the worker is placed.
This model is illegal and it’s widespread. It enriches the broker while exploiting the worker and displacing American talent.
Attracting the visa supply chain
Denken Solutions actively markets itself as a destination for foreign workers already in the United States on H-1B visas who want to transfer their sponsorship to a new employer. Through its dedicated recruitment portal and affiliated landing pages, the company promotes a structured “H-1B Transfer Program” that offers monetary incentives, including a “welcome bonus” of up to $8,000 to attract visa-dependent professionals from other firms.
The service is presented as a turnkey employment transfer system rather than a traditional staffing function. The page invites H-1B holders to submit personal and employment information directly to Denken through an online form, promising a “smooth transfer,” “timely payments” and “no fees.” The process outline specifies:
- $4,000 paid after six months on assignment and another $4,000 after one year,
- a minimum billing rate of $75 per hour, and
- relocation and amendment filing handled by Denken’s in-house immigration team.
While framed as an employee benefit, the structure operates as a visa-recruitment and retention mechanism: Denken leverages financial bonuses to lure foreign workers away from other employers, gaining control over their immigration status in the process. The emphasis on H-1B transfers, internal attorneys and guaranteed placements reveals that this is less a career-development program and more an incentivized pipeline to expand their dependent labor pool under Denken’s sponsorship network. Denken’s H-1B Transfer Service functions as a commercial visa-brokerage operation, monetizing immigration sponsorship as a recruitment tool, offering cash rewards for worker mobility while strengthening its own control over a captive, visa-dependent workforce.
The kickback pipeline: How referral schemes fuel visa-broker networks
At first glance, Denken’s “Referral Program” looks like a routine recruiting incentive, a friendly way to encourage people to recommend colleagues. But inside the visa-broker industry, programs like this are widely recognized as kickback systems designed to fuel the flow of foreign labor while bypassing traditional hiring channels. The language on Denken’s own website exposes exactly how the scheme works.
The program openly encourages referrals of people seeking H-1B sponsorship, including individuals on F-1, OPT or CPT student visas, precisely the visa categories most vulnerable to exploitation. The company even offers cash rewards for sending them foreign nationals who “need H-1B/work visa sponsorship” or workers already on an H-1B who seek a transfer. In simple terms, Denken is financially incentivizing people to feed its labor pipeline with visa-dependent workers.
This is not headhunting. This is a recruitment bounty system rooted in visa trafficking, one that treats human labor as a commodity to be sourced, delivered and monetized.
How kickbacks fuel the labor-broker industry
While it may appear harmless, kickback-driven recruiting is one of the engines of the visa-staffing cartel model.
Here is how it works in practice:
- Foreign students or visa seekers are desperate for sponsorship.● They pay intermediaries, recruiters or acquaintances to get referred.
- The staffing company sponsors the visa, even without real work available.● This allows the company to grow its bench of dependent workers.
- The worker becomes tied to the sponsoring company for legal status.● This dependency allows the company to dictate wages, placement and mobility.
- The referring individual receives a cash payout once the worker is placed.● This creates a financial ecosystem of brokers, middlemen and recruiters.
- The company profits by billing the worker out at a high hourly rate, while paying the worker the lowest permissible wage.
Kickbacks transform people into inventory, turning immigration status into a commodity traded for profit.
While framed as “referrals,” these programs cross legal boundaries tied to:
- anti-kickback statutes
- labor-trafficking prohibitions
- H-1B regulations requiring bona fide jobs and non-exploitative recruitment
- fraud statutes involving misrepresentation in visa petitions
- state laws restricting fee-based recruitment arrangements
- DOJ and DOL rules forbidding payment for securing visa sponsorship
Any referral program in which money changes hands for visa candidates raises major concerns.
Denken’s program explicitly targets visa seekers and ties cash rewards to their immigration status, a red flag for federal investigators.
How client referrals corrupt the hiring system
Denken’s referral program does more than reward people for sending in resumes or potential clients. In the staffing world, especially the visa-driven labor-broker sector, programs like this create a quiet but extremely powerful opportunity for hiring managers inside U.S. companies to personally benefit from steering contracts toward a favored staffing vendor. This practice is well known across the industry and Denken’s published program contains no safeguards, no ethics requirements and no conflict-of-interest restrictions to prevent this abuse.
When a hiring manager has the authority to select which staffing agencies their company uses and that same hiring manager can receive a cash payout from that vendor, the hiring process is no longer based on skill, price or merit. It becomes a business transaction for the manager, not for the employer.
The scheme works because Denken’s referral program pays cash bonuses to anyone who sends them:
- foreign workers who need visa sponsorship
- companies looking for “staffing resources”
- managers who refer their employer as a hiring client
In a normal business, this would be tightly regulated. In the staffing-visa broker ecosystem, it becomes a loophole ripe for abuse.
How hiring managers exploit these referral programs
- A hiring manager at a U.S. company learns Denken pays bonuses for client referrals.
● This manager is responsible for selecting staffing agencies for IT consultants or project resources. - The manager uses his or her corporate authority to bring Denken into the vendor list.
● The manager recommends Denken “as a trusted partner.”
● This can be done quietly: a recommendation, a vendor-list inclusion, or a nudge in a procurement meeting. - Once the employer signs a contract with Denken, the manager becomes eligible for a cash referral bonus.
● Denken’s site states bonuses are based on revenue tied to that client, meaning the larger the contract the manager steers toward Denken, the larger the payout. - The manager continues to push work toward Denken, knowing it increases his or her personal reward.
This practice transforms a corporate hiring role into a personal income opportunity, corrupting the hiring process from the inside, giving the manager a financial incentive to choose Denken over more qualified or more competitive American-staffing firms.
Denken doubles down the incentive by offering the opportunity for double kickbacks
The most troubling aspect is that the same hiring manager can also refer friends or family members to Denken as visa candidates, qualifying for a second payout.
How this works:
- The hiring manager refers to a family member, acquaintance or foreign student needing H-1B/OPT/CPT sponsorship and earns the “employee referral” bonus.
- Then the same hiring manager refers to his or her employer as a client and earns the “customer referral” bonus.
- Denken then places the visa-dependent worker at the manager’s own company, benefiting both the manager and the vendor.
The manager profits. Denken profits. The foreign worker gets dependency-based employment. And American workers never even saw the job. This “double kickback” is not rare. It is openly discussed within the staffing world as a common way for insiders to maximize personal income.
How Denken’s referral program harms Americans
Every time a manager collects a kickback for placing a foreign worker, an American worker is pushed aside without ever knowing why. When a manager has a financial incentive to choose a visa-broker vendor:
- American applicants are not considered.
- Wages across the sector are suppressed.
- Merit-based hiring is replaced with incentive-based hiring.
- Visa-dependent labor becomes the default, not the exception.
In these situations, American workers aren’t losing out to skill, they’re losing out to corruption.
When hiring managers choose vendors based on personal financial incentives, not quality or value, employers suffer:
- They overpay for labor because decisions are not competitive.
- They may receive lower-skill consultants, often recruited overseas through resume manipulation or visa mills.
- They unknowingly participate in visa-fraud pipelines, exposing the company to serious liability.
- They lose the benefit of vetting multiple U.S. firms that could provide trained American workers.
This is not a victimless loophole, it is a procurement breach that erodes corporate integrity and inflates costs. And because Denken’s referral program lacks any compliance language, the company offers no protections for employers who may be exposed to violations of:
- procurement ethics rules
- anti-kickback laws
- conflict-of-interest regulations
- federal contracting standards
The company’s silence serves the broker, not the client. This is not about talent or about competition. It is about profit flowing through personal channels, not professional ones.
Benching: The engine of the visa-broker cartel
At the core of Denken’s business model is “benching,” through transferring and importing foreign workers first, placing them later and keeping them tied to the company through visa dependency. It is illegal, it is widespread, and it stands in direct conflict with the stated purpose of the H-1B visa program.
H-1B visas were created to help American companies fill genuine skill shortages when no qualified U.S. workers were available. But the evidence from Denken Solutions, Apeiro, Valiantica and their affiliated entities exposes a very different reality, one that undermines everything Americans have been told about the H-1B system.
Every image, job post, “hotlist,” marketing flyer and internal message connected to Denken Solutions, Apeiro, Valiantica and the associated entities points to one undeniable truth: benching is the heart of their operation.
What is benching?
In plain English, benching works like this:
- Recruit a foreign worker, often from India, using OPT, CPT, H-1B transfers or new H-1B filings.
- Bring them into the U.S. even when there is no job for them.
- House them in corporate apartments or shared living facilities until a client needs someone.
- Pay them little or nothing during the waiting period, which is illegal under federal wage laws.
- Market the worker aggressively to every vendor and recruiter in the country, using hotlists, benchmark sheets, WhatsApp blasts and social-media outreach.
- Place the worker on a project the moment a slot opens, then capture the billing margin between the client rate and the worker’s wages. This converts human labor into inventory, ready to deploy at a moment’s notice.
Denken’s own materials give the scheme away
The evidence is overwhelming and fully self-authenticating. The spreadsheet image, thousands of entries long and from only just a few of Denken’s bench sales employees, shows what the industry calls a bench roster: visa workers waiting for a project, packaged by skill, experience and visa type.
A benched workforce is:
- cheaper than hiring American professionals
- faster than recruiting for each job
- more compliant, because the worker’s visa depends on staying with the sponsor
- more profitable, because idle time costs the broker little
Public recruiter materials show Denken and its affiliates actively recruiting H-1B workers for the bench, explicitly seeking candidates even when no placement existed.
This labor pool created a massive competitive advantage: While law-abiding American businesses waited for hiring cycles, the network had workers ready, visa in hand, on command.
Benching exposes the lie behind the ‘skill shortage’ narrative
If these companies truly required rare, irreplaceable talent, they would not need to:
- house workers in company apartments
- train them after arrival
- rewrite their resumes to inflate experience
- use offshore “mock interview” teams
- keep workers unpaid until a project appears
- market thousands of idle candidates on “hotlists”
- offer kickbacks and incentives to get work
These practices prove the workers are not being hired for unique skills. They are being hired because they are cheap and controllable. The very existence of a large, preloaded “bench” contradicts the idea of a skill shortage. If the U.S. had a shortage of tech skills, there would be no need for warehouse workers waiting for jobs.
Benching is not a side practice: It is the alternative labor market
Benching creates an artificial labor surplus that:
- undercuts U.S. wages
- displaces American workers
- lowers hiring standards
- enables fake-experience resume mills
- feeds off the desperation of visa holders
- strengthens offshore recruiting networks
- and manufactures “demand” for H-1Bs that would not exist without it
This parallel workforce competes not on skill, but on price and dependency. That is also not the purpose of the H-1B program, it is the corruption of it. Congress intended the H-1B visa to be a last resort when companies could not find American workers with unique, highly specialized expertise.
Denken’s bench shows the opposite:
- Workers are imported without job offers
- Workers are trained after arrival, contradicting the “specialty occupation” requirement
- Workers are benched until a contract is found
- Workers are marketed like products
- Entire “bench teams” exist solely to sell human labor
- Thousands of H-1Bs are filed speculatively to build stock
This model directly violates the spirit and often the letter of U.S. immigration law. The bench is not evidence of a shortage. The bench is evidence of a supply chain built to profit from the myth of a shortage.
The success of referral programs like Denken’s may help explain how a relatively small enterprise reports nearly $178.5 million in revenue, but uncovering the truth behind those numbers would require regulators to subpoena payment records, especially payments made to individuals in hiring or vendor-selection roles. These schemes come to light only when someone follows the money.
For Americans who suspect this may be happening inside their own workplace, there are simple steps to investigate. They can start by identifying the staffing vendors their team uses and check whether those vendors operate referral programs that pay for client leads or visa candidates.
The next signal is to look up the hiring managers in state corporate registries. In case after case, investigators have found managers quietly operating one or more LLCs with no real business activity. These entities often function as shell companies, created for one purpose: to receive kickback payments as “business income” instead of personal income, making the transactions harder to detect and easier to deny.
WorldNetDaily’s investigative team has uncovered this pattern repeatedly – managers with unexplained LLCs, vendors offering cash incentives and visa-labor brokers benefiting from a pipeline of foreign workers. It is a system built to hide itself, and without subpoenas and enforcement action it will continue operating in the shadows at the expense of American workers.
The ecosystem: The hidden architecture of America’s visa-labor cartels
Most Americans imagine a staffing company as a single business with a single office, a few recruiters and a list of job openings. In reality, the foreign-labor brokerage industry functions nothing like that. These operations do not stand alone; they survive and thrive because they build sprawling, interlocking networks of affiliated companies, shell entities, offshore partners, visa processors, bench marketers, housing operators, recruiters and shadow directors. Across the country, thousands of small offshore-linked staffing companies operate in tightly synchronized webs designed not to build technology, but to capture the U.S. job market, secure long-term contract monopolies and funnel profits back overseas.
These enterprises do not compete like ordinary American businesses. They function like coordinated labor cartels, engineered to:
- dominate contract pipelines
- shut American workers out of competition
- underbid legitimate firms
- shift work offshore while pretending it is done in the U.S.
- and build permanent financial arteries into India’s IT economy
A typical network operates through a synchronized structure:
- Offshore recruiting and training pipelines. These networks start in India, where thousands of visa-seekers are offered: ● interview coaching ● fake experience résumé packages ● guaranteed “H-1B sponsorship” ● placements in U.S. companies they will never formally work for. Workers are trained offshore, not to build high-skill products, but to fit templates that meet minimum client requirements.
- Onshore shell companies to hold visas, Next, U.S. entities, often LLCs with no office, no staff and no product are used to: ● file large numbers of H-1B petitions ● stage workers on “benches” with little or no pay ● move workers between affiliates to avoid detection ● give the illusion of U.S.-based work. Each company may file 20-200 visas, but spread across 20-30 shell entities the network avoids showing up as a top H-1B employer.
- Contract capture and market control. The goal is not to compete on skill. It is to prevent competition altogether. Cartels win contracts by: ● underbidding American firms using visa-dependent labor ● guaranteeing “unlimited supply” of workers from their offshore pipeline ● using referral kickbacks to influence hiring managers ● flooding vendor lists with dozens of “different” companies that are actually one network ● leveraging offshore capacity to appear cheaper than any domestic competitor Once embedded, they scale aggressively to push every American competitor out.
- Offshore substitution to maximize profit. After winning a contract, much of the actual work is: ● shifted back to India ● completed offshore by teams paid Indian wages ● passed through U.S. entities for billing purposes This allows the cartel to bill U.S. rates while paying Indian wages, pocketing the entire margin.
- Funnel profits back to India he revenue extracted from U.S. contracts is diverted into: ● offshore parent companies ● family-owned entities in India ● NRI-run investment groups● money-movement structures masked as “vendor payments. The result is a reverse economic flow: American jobs, wages and opportunities exported offshore, while the cartel consolidates more control at home and abroad.
Building so many companies is an intentional structure, since creating dozens of small, seemingly independent entities allows the network to:
- evade U.S. regulatory scrutiny
- avoid appearing on government watchlists
- hide visa volume
- stay below thresholds that trigger audits
- submit large numbers of H-1B applications without suspicion
- bypass vendor restrictions on single-entity sourcing
- and dominate the bidding pool by appearing as “multiple competitors”
To the untrained eye, these companies look separate. To investigators, they are unmistakably one coordinated machine.
The result: A closed labor system that Americans cannot break into
Across the companies tied to Rajendra Maddula, a repeated structural pattern emerges. Corporate filings, public records, recruiter activity and workforce data all reveal the same architecture: shared officers, identical addresses, overlapping job postings and coordinated movement of workers across multiple states and business entities. Each company performs a defined function and together they operate as one continuous labor-sourcing mechanism.
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The companies linked to Maddula follow a repeated structural pattern: shared officers, identical addresses, overlapping recruiter activity and closely coordinated movement of workers. Public records reveal an interconnected set of entities operating across multiple U.S. states, each filling a narrow, defined role within a larger labor-sourcing system.
- Denken Solutions, Inc. serves as the central sponsor of foreign labor through H-1B and PERM filings.
- Valiantica Inc. manages offshore recruiting and visa transfers between Indian and U.S. operations.
- Sophlogic Global and MedCadre LLC handle niche staffing in IT and healthcare, feeding into Denken’s contract system.
- Apeiro Technologies, also known as IT Division Inc., operates as a registered federal contractor under the GSA Schedule 70 program, creating a pathway into public-sector work.
- The Ashlar Group provides administrative coverage for project billing and worker redeployment.
- Skoolville runs a student-visa recruitment platform that funnels applicants into affiliated training and placement programs.
- Global Squirrels functions as the enterprise’s back-office employer-of-record platform, processing international payroll while concealing the controlling entity.
Individually these firms appear to be routine consulting shops. Taken together, they operate as a unified training-to-placement pipeline: recruiting foreign students and workers, providing minimal technical preparation and deploying them to U.S. client sites at wages far below market norms. Each corporate unit supports the same outcome, the creation of a steady supply of visa-dependent labor whose legal status keeps them tied to the sponsoring company.
The effects extend far beyond pricing. This structure effectively blocks Americans from entire categories of work in IT, consulting and engineering by:
- ensuring job openings are never broadly advertised
- routing roles through closed internal recruiting channels
- making price competition impossible for American professionals
- shifting contract work away from U.S. companies
- pushing wages downward across entire sectors
- and moving economic value offshore through controlled labor pipelines
What emerges is a functional labor monopoly. Denken Solutions and its affiliates – Valiantica, Sophlogic, Apeiro, The Ashlar Group, Global Squirrels and others – demonstrate every component of this model. Their combined operations show how a coordinated foreign-labor network embeds itself inside the American economy while avoiding public visibility.
Why it matters
This system does not merely rely on visa-dependent workers; it reshapes the competitive landscape for everyone else. By cycling temporary foreign labor through affiliated entities and tying those workers’ legal status to the sponsoring company, the network can deliver lower-cost staffing to U.S. clients without assuming the long-term obligations of hiring American employees.
The result is a contracting environment where American professionals encounter fewer opportunities, downward pressure on wages and a hiring process dominated not by open competition, but by dependency-based labor pipelines. The broader impact extends beyond any single company, influencing pricing, contract awards, industry structure and the balance of economic power between U.S. workers and foreign labor networks.
The Denken affiliate web: Connecting cartel leaders through shared directors and shell entities
The Denken web extends far beyond its founder, Rajendra (Raj) Maddula. What began as a single company built on visa staffing and offshore labor pipelines has evolved into a sprawling ecosystem of interconnected enterprises, each run by familiar faces repeating the same playbook. Through the Denken-affiliated network, Raj’s former associates and officers have mirrored his model, launching their own companies that operate with the same structure, language and business patterns.
Across dozens of registrations in the United States, India and Canada, the same executives appear: Ashok Sukumaran, Vijai Rangarajan, Amit Kekre, Sunita Kumari, Sheetal Zumale, Vivek Jaiswal, Neeta Prasad, Anil and Mahesh Nilagiri, Diwakar Nag, Mrinal Nag, Mahendra Chaudhari and Sagar Gawari. Each is connected to one or more of the affiliated entities that orbit the network, including Denken Solutions, Valiantica Inc., IT Division Inc., Apeiro Technologies, The Ashlar Group, MedCadre Inc., Vimaan Software Technologies and Global Squirrels.
Over time, the network expanded horizontally – not by innovation, but by duplication. Former insiders and co-officers have branched off to form their own mirror operations, using the same methods: speculative H-1B filings, offshore recruiting centers, layered LLC structures and shared contractors marketed as “consultants.” This replication allows the system to scale without detection, transforming one organized labor-broker enterprise into an interconnected web of parallel cartels, each controlling its own pool of foreign workers while maintaining ties back to the same leadership core.
The result is not a group of independent businesses, but a coordinated network built to dominate U.S. tech staffing through fragmentation and disguise – small enough to avoid oversight, large enough to control the market. Businesses such as 9to9 Software Solutions, Akvarr Inc., NorthStar Group, Edgeall Inc., VendorBuild LLC, GDKN Services, Auxio Technology Solutions and Symphony Solutions, all tied to the same executives tied to Denken Solutions, Valiantica Inc. and Apeiro Technologies.
Each was built to mirror the model that made Denken profitable: leveraging visa programs, offshore sourcing and layered contracting to secure control of the labor supply chain. These firms don’t compete with one another; they coexist. By spreading operations across many smaller entities, the same circle of insiders can process more visas, service more contracts and shift workers between companies without scrutiny. It’s a system that thrives on fragmentation – many names, one method – allowing the network to capture U.S. tech staffing from multiple angles while staying largely invisible to the public and regulators.
A system hiding in plain sight
The investigation into Denken Solutions and its network exposes more than a single case of visa abuse; it reveals an industrial-scale system operating in plain view. What began as one company’s business model has spread into a web of affiliates, partners and mirror enterprises across the country. Each plays a part in a coordinated strategy that has quietly rewritten how America’s technology workforce is staffed, managed and replaced.
This is not innovation – it’s exploitation disguised as opportunity. These firms have learned to manipulate visa programs meant to fill rare skill gaps, turning them into a global labor pipeline that displaces American professionals and locks foreign workers into cycles of dependency. Every new company, every shell, every subcontract adds another layer of protection around a business model built on deception and regulatory evasion.
For years, these networks have thrived because oversight was weak, enforcement was selective and the damage, the jobs lost, the wages suppressed, the rules bent, remained scattered and unseen. But the pattern is no longer hidden. The names, filings and connections trace back to the same few hands, the same offices and the same scheme.
While President Trump’s recent proclamation aims to curb foreign-labor abuse by imposing a $100,000 visa fee on new H-1B petitions, the cartel’s business model revolves largely around H-1B holders who are already in the United States. In recent months, companies within this network have added new “H-1B transfer recruiters,” “OPT/CPT recruiters” and onboarding teams focused on internal transfers.
By paying existing H-1B workers small incentives and promising green-card sponsorship and by offering OPT and CPT students direct sponsorship pathways, firms like Denken Solutions can continue to monopolize the visa market from within. Ironically, under Trump’s new fee structure, their strategy could become even more profitable: Staffing firms and client employers looking to avoid the $100,000 cost of new petitions may increasingly turn to pre-sponsored H-1B workers or OPT employees, whose employment does not incur the new fee at all.
That means the proclamation may slow new entries, but it strengthens the hand of visa-holding staffing consultancies already operating in the U.S., whose ready-made foreign labor supply now looks cheaper than compliance.
The blueprint for exposure
Linked to this report is a full public archive of the evidence behind every company, officer and transaction uncovered in this investigation. It documents the trail of registrations, visa filings, contracts and financial links that together reveal how the network was built, how it operated and how it hid in plain sight for more than a decade.
This evidence is more than proof of one operation. It is a blueprint, a step-by-step model that can be used to identify and expose the thousands of similar enterprises still operating across the United States. These networks have thrived precisely because they assumed no one would connect the dots. The scale is intimidating, the paperwork endless and the system deliberately fragmented to deter anyone from following it to the end.
But that assumption no longer holds. The trail is now visible, the playbook documented and the damage undeniable. American workers have lost jobs, income and opportunities to an imported labor cartel that treated the U.S. visa system as a marketplace.
For the first time, the same tools used to build and sustain the scheme – data, filings and public records – are being made public. With the hidden blueprint now in the open, regulators, journalists and everyday Americans finally have the means to demand what’s been missing all along: Accountability.
IMPORTANT NOTE: To access a comprehensive archive of additional evidence supporting this exclusive WND investigative report, visit “Diving into the evidence: The hidden network behind America’s foreign worker pipeline.”