Your questions, answered straight.

Post-completion OPT gives F-1 graduates up to 12 months of work authorization after finishing a degree. If your degree is on the DHS STEM Designated Degree Program List, you may qualify for the 24-month STEM OPT extension on top of that — but only with an employer that is enrolled in E-Verify and completes a Form I-983 training plan with you. That employer-side part is exactly what we do.

Straight answer: our E-Verify enrollment is in progress, and enrollment is a hard requirement for any employer hosting the 24-month STEM OPT extension — so we won't onboard a STEM OPT hire until it's confirmed and we can show you the company ID. Once it is, we complete and sign your Form I-983 training plan with a named supervisor and concrete goals, and we handle the employer reporting DHS requires — including reporting material changes to your plan and any end of employment within five business days.

All our F-1 OPT and STEM OPT roles are full-time W-2 positions — you are our employee, on our payroll, with taxes withheld. We don't place OPT/STEM OPT candidates on corp-to-corp or 1099 arrangements, because STEM OPT requires a direct, bona fide employer-employee relationship with the company that signs your I-983.

No and no. Every role we hire for is paid, and we never charge candidates for training, résumé marketing, placement, or filings. On STEM OPT, unpaid work isn't permitted anyway: your compensation must be comparable to similarly situated U.S. workers, at a minimum of 20 hours per week. If any recruiter asks you to pay to get hired — including anyone claiming to represent us — walk away and tell us.

The I-983 is the training plan that makes your STEM OPT extension legitimate: it names your goals, how your degree relates to the work, who supervises you, and how you're evaluated. It's signed by you and your employer, lives with your DSO, and DHS can review it — including on a site visit. A vague or unsigned I-983 puts your status at risk, which is why ours are written with you, with real goals and a named supervisor, and kept current when your role evolves.

Yes, with conditions DHS spells out for staffing employers and we take seriously: NASKSOLUTION — not the client — remains your employer, pays your salary, and provides the training and supervision in your I-983. Your I-983 supervisor is our employee, not the client's, and DHS may verify that on a site visit. Individualized, documented training plans are exactly how we operate.

For Form I-9, your unexpired EAD card (Form I-766) is a List A document that establishes both identity and work authorization on its own. Beyond that, we'll ask for what payroll needs and walk you through each item before your first day — sent through secure onboarding channels after a real offer, never over ordinary email.

We handle the employer side: the E-Verify case, I-983 updates when anything material changes, your evaluations on schedule, and DHS-required reporting — including any end of employment within five business days. You handle the student side with your DSO: keeping your information current in SEVIS and, on STEM OPT, the validation report every six months. We track our deadlines in our own compliance system, and we'll remind you of yours — but your DSO relationship stays yours.

DHS allows at most 90 days of unemployment on post-completion OPT, and 150 days total if you use the STEM extension. Staying employed and properly reported protects your status, so we track reporting windows and deadlines in our own compliance system — you'll never discover a missed deadline after the fact.

If a timely H-1B change-of-status petition is filed while your OPT or grace period is still valid, federal cap-gap rules automatically extend your F-1 status — and, if you were still work-authorized at filing, your work authorization — until April 1 of the next fiscal year or your H-1B start date, whichever comes first. (April 1 is new as of the January 2025 modernization rule; it used to be October 1.) No separate application; your DSO issues an updated I-20 as proof.

Case by case, based on role, performance, and business need — and we won't pretend otherwise: no honest employer can guarantee selection in the H-1B lottery. What we can say plainly is that if we file for you, the required government filing fees are on us, as the law requires. Ask in your interview and you'll get a straight answer for your situation.

CPT is authorized by your school, not USCIS, and must be an integral part of your curriculum. We consider CPT candidates only where the role genuinely fits your program and your DSO has authorized it — and we don't participate in "Day-1 CPT" arrangements.