Working in the U.S. - How to Discuss Sponsorship with Employers During CPT/OPT?

This article discusses how international students can explain CPT and OPT during job search to increase their chances of getting an offer.

International students in the U.S. can work with CPT or OPT. However, not every company's HR is familiar with relevant immigration regulations. Therefore, when searching for jobs, we need to explain our work permits strategically, emphasizing the legality and reliability of CPT and OPT.

Job Searching During CPT

During CPT, you can emphasize the following points to potential employers:

• Reliability: In general, international students can apply for CPT after completing one academic year. As long as you maintain your student status and renew your CPT regularly , you can use it until graduation. Therefore, during interviews, you can highlight the duration and reliability of CPT.

• Short Processing Time: CPT applications are reviewed by the school's DSO instead of USCIS, so it takes only a short time to process CPT authorization (1-2 weeks).

• Flexibility: CPT is flexible in terms of employment type. You can use CPT for full-time, part-time, or internship positions. Even if your role changes after you start, such as moving from an internship to a full-time position, you do not need to apply for additional work permits.

• Convenience: Applying for CPT requires a CPT Agreement or Offer Letter signed by the employer, which is the only document your employer needs to provide. During interviews or email communication, you can compare CPT with H-1B, emphasizing that hiring CPT students is both cost-effective and time-saving for the company.

Job Searching During OPT

Many international students with only 1-year OPT face significant challenges when looking for jobs, as most companies prefer to hire applicants with U.S. citizenship due to the risk that international students may not obtain an H-1B visa. Thus, during interviews, you can emphasize the following points:

• Convenience: Initial OPT only requires students to report to the school and does not need the employer to fill out any forms. If the HR is concerned about the paperwork, you can highlight this advantage.

• Alternatives to H-1B: If the employer is worried about you not securing an H-1B, you can actively suggest alternatives such as Day 1 CPT, relocation, and using an L-1 visa to return to the U.S. after relocation. It is important to let the employer know that even if you do not secure an H-1B, there are still ways for you to continue working for them. While discussing Day 1 CPT, you can highlight the various advantages of working with CPT mentioned earlier and briefly explain the legality of Day 1 CPT.

Discussing H-1B with Your Employer During Employment

• Timing of Communication: H-1B applications open in March each year, so it is ideal to start discussions with your employer in October of the previous year. If the employer is not willing to sponsor your H-1B, you still have time to look for other job opportunities.

• Communication Strategy: Highlight your importance and contributions at work, making the employer see the value in sponsoring your H-1B application.

• Preparing for the Discussion: If you work for a small company and your employer is unfamiliar with H-1B policies, you can suggest hiring a lawyer by yourself. In this case, your company will only need to sign the documents and cover the costs, making them more willing to sponsor your H-1B. Some employers may refuse to sponsor simply because they do not know how to proceed. By actively providing a solution, you can enhance the likelihood of gaining their support for your visa sponsorship.