Botir Nasridinov, Founder and CEO of Otips, a platform simplifying education and immigration for international students.
Studying in the U.S. is an exciting, sometimes overwhelming, potentially life-changing experience. It’s a dream for many, but the reality? It’s not always as smooth as we hope. Between visa challenges, financial stress and the uncertainty of job prospects after graduation, international students face what many never even think about.
I know this because I lived it. I spent six years as an international student, which meant I went through it all: Jumping through hoops, filling out endless paperwork and figuring out how to build a future in a system that often felt stacked against me.
I attended three language schools, two community colleges and a university, all while constantly wondering if the doors I was knocking on would ever open. Spoiler alert: They didn’t. At least not in the way I expected; instead of landing a job, I built my own business to help international students like me find their way.
That’s why businesses, universities and policymakers need to rethink how they engage with international talent. These students aren’t just here for a degree—they are future employees, entrepreneurs and leaders. But they need the proper support to thrive.
1. Fixing the Hiring Gap: Why Businesses Should Invest In International Talent
For many companies, hiring international graduates feels like too much work—too many rules, too much paperwork and uncertainty about the visa process. However, international students in STEM fields can work in the U.S. for up to three years without sponsorship through the Optional Practical Training (OPT) program. That’s three years of highly skilled, globally minded talent before a company even considers visas.
So why aren’t more companies taking advantage of this? Often, it’s just a lack of awareness.
How Businesses Can Help Change This Culture
• Educate hiring managers. Many HR teams don’t fully understand how hiring international students works. A simple workshop or hiring guide can open up a whole new talent pool.
• Streamline the recruitment process. Business giants like Google and Microsoft already have structured plans for hiring international graduates. Mid-size and smaller companies can do the same by working with immigration professionals to simplify the process.
• Advocate for better visa policies. Businesses need talent, and international students need jobs. Supporting clearer and more flexible visa policies is a win-win for all sides.
2. The University-Business Connection
For international students, the toughest part is going from graduation to landing a job. Universities offer great education, but many fall short of helping students make the jump into the workforce. I believe businesses and universities need to work together to make this shift easier.
How To Make University-Business Collaboration Happen
• Support internships tailored for international students. Some companies avoid hiring international interns because of paperwork concerns. Universities can work with businesses to simplify these processes, ensuring that companies feel confident taking on global talent.
• Get involved in mentorship and industry networking. International students often lack professional connections in the U.S. Universities can actively connect them with industry mentors who can then guide students through the job search and workplace expectations.
• Create scholarships and financial aid opportunities. Companies investing in scholarship programs for international students are making a long-term investment in their future workforce. Offering financial aid to top international students could lead to stronger, more loyal hires later.
3. Support Beyond The Classroom
It’s easy to focus on just the academic or career side of things, but international students face challenges that go beyond their studies such as housing, finances and cultural adaptation. Overcoming these hurdles is critical to their success.
Ways Businesses And Universities Can Help
• Affordable housing partnerships. Finding safe, affordable housing in an unfamiliar country is quite a challenge. Universities and businesses can collaborate with property management companies to offer housing stipends or reserved spots for international students.
• Cultural adaptation and professional training. Many international students come from education systems where expectations and communication styles differ. Workplace readiness programs can help them adjust to American business culture.
• Tech-driven resources. Digital platforms that collect job applications, visa updates and networking opportunities can help international students adapt to new realities.
4. The Bigger Picture: Why This Matters For Businesses.
Let’s be honest—some of the world’s most successful entrepreneurs, CEOs and innovators started as international students. The next generation of global leaders is sitting in university classrooms right now—if businesses are willing to give them a chance.
Hiring international students isn’t just about filling jobs. Here are some areas to consider when bringing in international workers:
• Bringing fresh approaches and ideas into industries.
• Addressing skill shortages in STEM, healthcare and finance.
• Expanding global networks and making U.S. businesses more competitive in the international market reach.
Final Thoughts: Missed Opportunities
To conclude, the biggest challenge for international graduates is navigating a system that often keeps them out. I’ve been there. At some point, I realized that if opportunities weren’t coming my way, I had to create my own. That’s why I started my own business to help international students navigate the same challenges I once faced.
The reality is that international students aren’t asking for favors; they’re looking for fair opportunities to contribute, build and innovate. I am certain that businesses that recognize this early will benefit the most.
So, the real question isn’t whether companies should invest in international talent; it’s whether they can afford not to.
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