“Yes, I Can Work Here” – How to Say It with Confidence

Picture this:

You’ve just crushed your first-round interview.

You answered every technical question and even sprinkled in a story about leading a late-night hackathon.

Then comes the curveball: “Do you have authorization to work in the United States?” 

Your heart rate spikes, your palms sweat—but it doesn’t have to be that way.

Below is a simple playbook for communicating your work eligibility with clarity and confidence—no legal jargon, no hand-wringing—plus a few common missteps to avoid.

Think of it as advice from a mentor who’s been in the trenches with 3,000+ OPT approvals and countless job offers.

1. Know Your Tools Before You Talk About Them

Before you can explain work authorization, you need to own the basics yourself:

• CPT (Curricular Practical Training): Work tied to your academic program, authorized by your school’s DSO, and usually part-time during semesters.

• OPT (Optional Practical Training): Up to 12 months (plus 24 more for STEM) of full-time, off-campus employment in your major field.

• Grace Periods & Deadlines: Understand the 90-day unemployment clock, STEM extension filing windows, and what happens if an H-1B petition is pending.

If you can break these down in plain English—no acronyms, no footnotes—you’ll sound like a problem-solver, not a paperwork risk.

2. What to Do When the Question Arises

1. Prepare a one-sentence answer.
   “Yes—under my F-1 visa I have OPT, which gives me up to three years of full-time work authorization in my field without extra cost or paperwork for the company.”
   Practice it until it’s as natural as your name.

2. Add a subtle line to your résumé.
   U.S. work authorization (F-1 OPT/STEM-OPT eligible) – no employer sponsorship required for up to 36 months.
   You’ve answered the question before they even ask.

3. Frame OPT as a benefit, not a burden.
   Emphasize that HR files a simple online I-9 like any new hire; the heavy lifting is already done by USCIS and your DSO.

4. Shift the focus back to value.
   Quickly pivot to how you’ll increase revenue, streamline a process, or delight customers. Employers hire results, not visa categories.

3. What Not to Do (Trust Me on These)

• Don’t blurt out, “I’ll need H-1B sponsorship!” in round one.
  It feels like handing over a bill before dessert. Address long-term sponsorship after you’ve proven you’re worth it.

• Don’t lecture recruiters on immigration law.
  Offer clarity, not complexity. If their eyes glaze over, you’ve gone too deep.

• Don’t hide your status entirely.
  Surprises right before onboarding trigger panic in HR and can tank an offer. Transparency—in the right dose—builds trust.

4. Optional Extras That Can Tip the Scale

• Cover Letter: Mention OPT once, briefly—then spend 90 % of the space on achievements that map to the job description.

• LinkedIn “Open to Work” Settings: Use the “Authorized to work in the U.S.” tick box under “Job Preferences.” Recruiters filter for it daily.

• Informational Interviews: During casual chats, test your authorization pitch and refine it based on real-time feedback.

5. Your Next Step: Practice in a Safe Space

Confidence comes from repetition—and guidance. That’s why I built the OPT Bootcamp Series:

Whether you need a roadmap or a hands-on co-pilot, there’s a tier that fits your timeline and wallet. Click here to explore all options and start mastering your work-authorization story today. (Seats fill fast each term, so if this feels right, let’s lock in your spot.)

You’ve already done the hard part—earning your degree thousands of miles from home.

Communicating your right to work here is just the final handshake.

Let’s make sure it’s a strong one.

Always on Your Side,

Dr. Josh