Whether you're a recruiter, HR leader, or hiring manager, hiring foreign national talent is becoming more common—and more complex.
From visa types to compliance deadlines, there are a lot of moving parts. And if you’ve ever found yourself Googling “What’s an I-94?” or wondering when to bring in legal, you’re in good company.
This immigration readiness checklist is built for anyone involved in the hiring process. Whether it’s your first international candidate or your 50th, this guide will help you:
- Avoid costly immigration missteps
- Set clear timelines with internal teams and candidates
- Build trust and transparency with international hires
Let’s get into it. ✅
✅ Before the Offer: Lay the Groundwork
- Check the candidate’s current visa status and expiration
- Understanding their current work authorization is essential to plan next steps.
- Clarify if sponsorship is needed now or later
- A candidate may be fine on OPT today but need an H-1B in six months. Plan for the full picture.
- Get guidance on applicable visa types
- H-1B, O-1, TN, L-1—not every option works for every situation. Bring in immigration support early.
- Involve immigration counsel before extending an offer
- Last-minute discoveries lead to delayed start dates or rescinded offers. Don’t let it get that far.
- Know your company’s sponsorship policy
- Align with finance, leadership, and legal. Who approves? What’s budgeted? What’s the timeline?
✅ When Drafting the Offer: Avoid the Fine Print Failures
- Include immigration contingencies
- If an offer depends on visa approval or transfer, document it.
- Confirm wage requirements
- Some visa types (like H-1B) require a prevailing wage. Check before you finalize the comp.
- Note the work location
- Remote or in-office? Worksite matters for compliance and filing details.
- Be realistic about start dates
- Account for processing timelines, LCA posting, and review cycles. Better to underpromise and overdeliver.
✅ During Onboarding: Compliance + Confidence
- Collect key immigration documents
- I-94s, visa stamps, I-797s, EAD cards—gather them all. Keep digital records.
- Verify work authorization in I-9
- Make sure the right documents are submitted and recorded.
- Track expiration dates from day one
- Don’t wait for an emergency. Set alerts for renewals and deadlines early.
- Advise on travel risks
- Travel during a pending status change? Or with an expired visa stamp? It’s more common (and risky) than you think.
- Calendar long-term milestones
- Whether it's a green card process or H-1B extension, set reminders now to avoid panic later.
✅ Ongoing Support: Stay Aligned & Informed
- Designate a go-to contact for immigration
- Employees and recruiters should know where to go for updates, not guess.
- Give hiring managers a basic understanding
- They don’t need to know the forms—just the timelines and impact.
- Replace the spreadsheet
- Use a dashboard or case tracker that gives visibility without the chaos.
- Start green card conversations early
- Especially important for retention. Plan now, act later, but don’t delay the convo.
Final Thoughts: Hiring Foreign Nationals Shouldn’t Feel Foreign
You don’t have to be an immigration expert to support global talent. Whether you’re an HRBP, recruiter, or COO wearing multiple hats, this checklist helps you ask the right questions, flag issues early, and avoid surprises.
Because the real win? A smoother hiring experience for you and your future employee.
Want a PDF version of this checklist? Just ask at support@waylit.com — we’ll send it over.
🔐 Special Tips for WayLit Customers | Immigration Readiness Checklist
Already working with WayLit? Here’s how to get even more out of your setup:
- ✅ Use your dashboard to check visa status, travel eligibility, and upcoming expirations all in one place.
- ✅ Turn on automated reminders so renewals and LCAs don’t sneak up on you.
- ✅ Loop in hiring managers with visibility-only access to see updates without bottlenecks.
- ✅ Reach out to your Customer Success Manager for help forecasting timelines or onboarding new team members.
Note: This document provides general information and should not be considered legal advice. Immigration policies change frequently, and individual circumstances vary. Both employers and employees should consult with qualified immigration counsel regarding specific situations.
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