At graduation ceremonies across the United States, students from around the world proudly walk across the stage in caps and gowns, celebrating years of hard work. But just weeks later, many face a different reality: hiring freezes, visa backlogs, and rejection emails that often read, “We do not sponsor international applicants.”
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For Yuqi Duan, a Chinese student who graduated from Boston University with a combined bachelor’s and master’s degree in environmental science and energy, the biggest challenge wasn’t just finding a job — it was navigating a maze of costly immigration paperwork while waiting on an employer who dragged his feet.
“I was very anxious,” she said. “There was nothing I could do and I couldn’t question too much [because] the last thing I want to hear from him is ‘No.’”
According to the Association of International Educators (NAFSA), more than 1.1 million international students studied in the United States during the 2023–2024 academic year, contributing a record $43.8 billion to the U.S. economy and supporting over 378,000 jobs nationwide. That figure reflects the ripple effect of their presence — not only tuition payments but also rent, food, transportation, and other local spending that sustains surrounding communities. Yet even as international students strengthen the U.S. economy, their own future in the country remains precarious. With visa rules that have failed to keep pace with global talent competition, many graduates face uncertain paths to employment.According to the analysis by Economic Innovation Group, only 41% of international graduates between 2012 and 2020 remained in the United States long-term — just 17% of bachelor’s, 50% of master’s and 75% of PhD recipients.
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A System of Waiting
Duan began her job search in December, months before graduation, applying to internships and full-time positions while juggling coursework. She eventually turned to a headhunter, who connected her with a small engineering firm that offered her a position in January. But getting the offer was only the first hurdle. Like all international students, she needed work authorization through Optional Practical Training (OPT) — the program that allows graduates to work in the U.S. for one year, with an extension of up to three years for STEM graduates like her.
For Gavin Xu, another Boston University graduate who majored in business analytics, the wait was even longer. He spent nearly half a year waiting for his OPT approval to arrive. During that time, he couldn’t start his job or earn any income. He described the process as frustrating and unnecessary, saying it left him “just waiting at home” for months. Eventually, his employer postponed his start date by more than a month so that he could legally begin working.
Both students also paid hundreds to expedite their paperwork — a system that essentially forces applicants to buy time. “My company wanted me to start as soon as possible,” Duan said. “So I paid the money.”
💡 The Knowledge Gap in Hiring International Graduates
Even after Duan’s OPT was approved, she ran into another barrier: her employer didn’t understand the visa process at all. “Most companies don’t know anything about sponsorships,” she said. “If they know anything about it, it’s [that it’s] complicated and it costs money.”
Xu echoed that sentiment, recalling how some companies immediately rejected him as soon as they learned he was an international student. “It is a giant disadvantage,” he said. “Many international students are very well and capable of doing the jobs, and some of them are even over-capable of doing the job they're applying, but due to their status, they have to lower themselves to positions beneath their capabilities.”
He added that some employers exploit the situation: “Because of the visa status, some employers are trying to take advantage of you, which means they're not going to offer you the same salary as the normal positions [non-international students].”
Xu said the extra documentation, legal checks, and misunderstandings often add to the delays. Many employers, he explained, simply “don’t want to deal with it.” For some, even a short delay in OPT approval can mean losing an offer entirely. “There are some positions that require you to get on site on the exact time,” he said, “and the delay of the OPT may result in you losing the position.”
A Price Tag on Opportunity
After landing her job, Duan faced another obstacle: transitioning to the H-1B visa, the temporary work permit for skilled workers. Getting one is literally a gamble — winners are chosen by lottery and the visa is capped each year. The process also comes with staggering costs. In her case, the application fee and attorney expenses totaled nearly $8,000.
Now, those costs could rise even higher. A new executive order issued by former President Trump in September 2025 requires U.S. companies to pay a $100,000 fee for each new H-1B visa they sponsor — a dramatic increase from the roughly $10,000 companies previously spent in legal and administrative costs. The fee will be paid by employers, not workers, but it could drastically change hiring patterns. According to The New York Times, only 5 percent of last year’s H-1B applications were for jobs paying more than the $225,000 salary economists estimate companies would need to justify the cost. For most employers — especially nonprofits, research institutions, and smaller firms — the math no longer adds up.
The BBC reported that the U.S. Chamber of Commerce warned the measure “will inflict significant harm on American business” by discouraging companies from hiring skilled foreign graduates altogether.
Xu called the proposal impossible and unrealistic.
“It’s going to be a giant impact on the entire international job market,” he said. “$100,000 is not a small number, and they have already paid so much on the tuition, you might get to a point where people just say that it's not worth it to stay. And I would agree with them, if they see that in that way.”
He added that even if students aren’t paying the fee directly, the effects could be devastating — fewer job opportunities and fewer companies willing to go through the process. “They might not even want to be looking for jobs,” Xu said. “And I don't think this is what the U.S. government wanted.”
The Cost of Staying
Beyond the legal and financial strain, Duan also confronted wage rules tied to geography. The U.S. Department of Labor sets minimum salary thresholds for each job based on location. In Boston, her employer couldn’t meet the required amount — meaning she couldn’t stay without risking visa denial. “I was so shocked when my lawyer told me that I have to move out of Boston,” Duan recalled.
Xu said that, for many international graduates, these systemic barriers lead them to accept positions below their skill level or move to areas with lower salary requirements just to maintain their visa. He called the situation discouraging, especially for those who “spend a huge amount of money to get here, and truly believe in the American education system.”
Despite the obstacles, Xu said he remains optimistic. He hopes that the system will eventually recognize the contributions of international graduates who have already invested so much in the country — not just financially, but intellectually and personally. Many of his friends, he noted, have pursued additional degrees simply to stay longer and improve their chances of finding work.
“I do look forward to things getting better,” he said, “and I wish for the best for my friends who are in this position.”