Stanford Graduate School of Business attracts top students from around the world. By opening your roles to our international students, you widen your pool of exceptional candidates and bring fresh perspectives – shaped by different market, cultural, and industry experiences – to your organization.
This guide provides a high-level overview of work authorization options, employer responsibilities, and next steps for hiring Stanford GSB international students and graduates into roles in the United States.
Be Advised
This material is for general knowledge only and is not legal advice or a guarantee of eligibility, approval, processing time, or continued work authorization. Immigration rules and university procedures change. Students should confirm their circumstances with Bechtel International Center or their program sponsor, and employers should consult their own advisers before acting. The Board of Trustees of the Leland Stanford Junior University and its officers, trustees, faculty, agents, representatives, volunteers, students, and employees assume no responsibility for the accuracy of this information and no liability for actions taken in reliance on it.
Overview
- Summer Internships: Eligible F-1 students may use degree-required Curricular Practical Training (CPT) to participate in a summer internship.
- Post-GSB Hires: Eligible F-1 graduates may receive up to 12 months of Optional Practical Training (OPT) plus a separate 24-month STEM OPT extension, subject to the requirements below.
Internship Hiring Through CPT
International students can fulfill the MBA Program Practical Training Requirement by completing a summer internship. A business internship will qualify students for CPT. CPT does not require employer visa sponsorship.
The employer provides an offer letter and completes an Internship Cooperative Agreement with the MBA Program. A Stanford Designated School Official can then authorize CPT on the student’s Form I-20.
Your offer letter should identify the employer, job title and duties, worksite, supervisor, start and end dates, weekly hours, and compensation. Provide these details early so the student can request authorization. You will be asked to sign a Cooperative Agreement (CA) between the employer (you), the student, and the school (GSB) that captures these details and also affirms that the internship is related to the student’s academic program (the MBA Program). Changes to the employer, location, hours, or dates should be reviewed with the student and Bechtel before they take effect.
Before the internship begins: Students may not begin work until their authorization is formally granted and the approved start date has been reached. Use the dates and conditions on the student’s authorization, rather than a general academic-calendar date. Paid onboarding or training that constitutes employment must also fall within the authorized period.
Full Time Hiring Through OPT and STEM OPT
Eligible F-1 graduates of our STEM-designated MBA and MSx programs may apply for OPT and the STEM OPT extension, subject to the requirements below. The student applies to U.S. Citizenship and Immigration Services (USCIS) with Bechtel’s recommendation. Encourage students to apply early and allow flexibility in the start date, as filing before graduation does not guarantee approval or card delivery by graduation.
| Period | U.S Work Authorization | Action Required from Employer |
|---|---|---|
|
Initial OPT |
Approved OPT for work directly related to the degree; initial EAD required. |
No employer OPT petition. Complete Form I-9, confirm the role and authorized dates, and help the employee document qualifying employment. |
|
STEM extension |
Separate STEM eligibility and application; qualifying employment at least 20 hours per week per employer. |
Enroll in E-Verify; complete Form I-983; provide qualifying paid training, supervision, evaluations, and required reporting. |
During STEM OPT, the employer must provide a genuine training relationship, sufficient supervision, and compensation commensurate with similarly situated U.S. workers. The employer and student complete progress evaluations at 12 months and at the end of training, update Form I-983 for material changes, and meet reporting deadlines. The employer must report an early departure or termination to the student’s school within five business days. DHS may conduct site visits.
Before initial OPT employment begins: The student must receive the Employment Authorization Document (EAD), and the authorized start date must have arrived. An application receipt or approval notice alone is not sufficient for an initial OPT start. A qualifying, timely filed STEM OPT extension application may extend work authorization for up to 180 days while pending; HR should verify eligibility and the required Form I-9 documentation before relying on that exception.
Planning for Longer Term Employment
You do not need to commit to future visa sponsorship to hire someone with valid CPT, OPT, or STEM OPT authorization. However, we encourage you to be clear with the student or alum about your company’s sponsorship policy. Selection processes, filing windows, eligibility requirements, and processing times can affect the transition to a post-OPT visa.
H-1B Specialty Occupations
An employer-sponsored option for a qualifying role that normally requires a bachelor’s or higher degree in a directly related specific specialty, or its equivalent. Many new H-1B petitions are subject to an annual cap and registration selection process; some employers and workers may qualify for exemptions. The employer files a petition and a labor condition application and must meet wage and other requirements. A general business role or an MBA alone does not establish eligibility as a specialty occupation.
Select Country Alternatives to H-1B
Citizens of the following countries may have alternatives to the H-1B cap selection process and have H-1B-like benefits without being subject to the annual visa lottery.
- Canada and Mexico (TN)
- Australia (E-3)
- Singapore and Chile (H-1B1): For qualifying specialty-occupation employment with a certified labor condition application.
These categories still require qualifying employment and employer support.
Other Common Solutions Include
- Extraordinary Ability (O-1): For individuals who meet demanding, evidence-based standards of extraordinary ability or achievement in their field. An employer, manager or agent files the petition. There is no annual numerical cap, and further extensions may be available for qualifying work; a degree or successful career alone is not enough.
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Intracompany Transfer (L-1): For qualifying transfers within a multinational organization, generally after at least one continuous year of qualifying employment abroad within the relevant preceding three-year period. The U.S. role must be managerial, executive, or involve specialized knowledge. The usual maximum stay is five years for L-1B and seven years for L-1A, subject to applicable rules.
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Permanent Residence (Green Card): Employers may explore permanent residence while a graduate is on OPT or AT; H-1B status is not always a prerequisite but ordinarily preferable as a fallback position.. Many cases require a PERM labor certification, followed by an immigrant petition and an available immigrant visa number. Starting a green card case does not automatically extend work authorization.
Common Employer Questions
What are our Form I-9 responsibilities? Complete Form I-9 under the normal rules: the employee completes Section 1 by the first day of employment, and the employer generally completes Section 2 within three business days of that day. Calendar any required reverification and, for STEM OPT, training and reporting deadlines.
Does “no visa sponsorship” mean no cost or paperwork? No. Normal wages, onboarding, Form I-9, and other employment obligations still apply. Students often manage their own OPT application and filing fees.
Can an unpaid or remote role qualify? Being unpaid does not remove immigration or wage-and-hour requirements. Some unpaid roles may qualify for initial OPT, but STEM OPT requires qualifying compensation and an employer that can provide the required training. Remote, hybrid, third-party, and startup arrangements require review of the applicable authorization and supervision rules before work begins.
How should we ask about work authorization? Use consistent questions about whether applicants are authorized to work in the United States and whether they will need employment-visa sponsorship. During Form I-9 verification, let employees choose acceptable documents; do not demand a particular immigration document or impose extra requirements based on national origin or citizenship status.
Questions and Next Steps
Your recruiting relationship manager can help you connect with Stanford GSB talent and refer student work-authorization questions to the Bechtel International Center.
Contact the Career Management Center →