Recruiter Enablement Center
Everything recruiters need to know, without the law degree
Hiring international students is easier than most talent teams think. Ten minutes here will change how you read the next “requires sponsorship” application.
The vocabulary
Four terms, four paragraphs
CPT
Curricular Practical Training - internships during studies, authorized by the university. Employer signs an offer letter; the school authorizes. Timeline: days, not months.
OPT
Optional Practical Training - 12 months of post-graduation work authorization granted to the student, not the employer. You hire like any other candidate with an EAD.
STEM OPT
24-month extension for STEM degree holders. Requires the employer to be E-Verify enrolled and to complete a training plan (I-983). Total runway: 36 months.
H-1B
Employer-sponsored work visa, typically pursued 1–3 years into employment. Annual lottery for most employers; universities and affiliated nonprofits are cap-exempt and can file year-round.
Myth-busting
Five myths that cost you candidates
“Hiring international students requires immediate sponsorship.”
False. Students on OPT are already work-authorized for 12 months (up to 36 for STEM degrees). You verify their EAD at I-9 - that's it.
“It costs a fortune.”
OPT and STEM OPT hiring involves no employer filing fees. H-1B sponsorship costs typically land in the low five figures all-in - and only if you choose it, years into the relationship.
“The paperwork is overwhelming.”
For OPT: none beyond a standard I-9. For STEM OPT: a training plan (Form I-983) and E-Verify enrollment. For H-1B: your immigration counsel handles it.
“It's legally risky.”
Hiring work-authorized candidates through documented programs is routine compliance, practiced by thousands of employers. The risk is a process question, not a reason to reject.
“They'll leave after a year anyway.”
International hires are often among the most retention-motivated employees - their long-term options improve with tenure and employer partnership.
Educational information with typical ranges; specifics vary by case and change over time. Confirm with qualified immigration counsel.
Timeline reality
What hiring actually looks like
Step 1 · Day 0
Offer accepted. Candidate on OPT - verify EAD at I-9, standard onboarding.
Step 2 · Month 8–10
If STEM-eligible and mutually invested: E-Verify + I-983 training plan for the 24-month extension.
Step 3 · Year 1–3
Decide on H-1B registration (each March) or cap-exempt route. Costs and counsel enter here, with full visibility.
Step 4 · Year 3+
Green card process if you want to retain long-term - including self-petition paths that reduce your burden.
Free download
The Employer's Guide to Hiring International Talent
A 12-page reference: authorization types, I-9 verification, E-Verify, timelines, cost ranges, and answers to the 10 questions recruiters actually ask.
Go deeper
Request international hiring training
A 60-minute live session for your talent team: authorization fluency, screening scripts, compliance basics, and Q&A. Included in Growth and Enterprise plans.