WORLDWAY ｜ US Immigration Policy Observation
If a child achieves excellent academic performance, majors in sought-after fields like artificial intelligence, computer science, or other popular disciplines, and secures an offer from a renowned US tech company upon graduation, does it mean they can smoothly stay and work in the US, with opportunities for long-term permanent residency in the future?
For many families of international students, this used to be an ideal pathway: choose the right major, get into a top university, secure a good job, and step-by-step resolve immigration status issues. However, reality may be more complex than imagined.
On October 26, 2026 local time, AI company Anthropic filed an S-1 registration statement with the U.S. Securities and Exchange Commission (SEC) in preparation for an initial public offering (IPO). In the Risk Factors section of the filing, the company explicitly stated:
Changes in immigration policies restricting the mobility of specialized and technical talent could impede the company's ability to recruit and retain highly qualified personnel, adversely affecting business operations and financial performance.
When even AI enterprises in urgent need of top talent list immigration policy as an operational risk, it highlights a question worth considering: In the US, does securing an ideal job guarantee a stable long-term stay? WorldWay Immigration believes that between job opportunities and long-term status security, there remain many factors that need careful consideration.
PART 01
Enterprises Need Talent, So Why Worry About Retention?
Anthropic noted in its public filing that talent is one of the company's key competitive advantages. To maintain this advantage, the company needs to continuously recruit outstanding researchers and engineers while retaining existing high-caliber personnel.
However, changes in immigration policy may restrict specialized talent mobility, affecting corporate recruitment and talent retention capabilities.
This reveals an easily overlooked reality: Whether a company is willing to hire you and whether you can smoothly obtain work authorization and maintain long-term work status in the US are two distinct matters.
For international students, an ideal offer signifies corporate recognition of individual capabilities. But to actually start working, one must still meet the relevant work authorization and immigration status requirements.
For employers, even if they highly value a candidate, they cannot unilaterally determine the approval outcome of an immigration application, nor can they guarantee that future policies will remain unchanged.
When issues arise with visa applications, work authorizations, or status transitions, it may affect not only individual employees, but also the employer's recruitment arrangements, project timelines, and talent development plans.
PART 02
H-1B Work Visa: Are Status Risks Increasing?
H-1B is a vital work visa category for US enterprises to hire qualified foreign specialty talent, and serves as a common pathway for many international students seeking employment in the US after graduation.
However, H-1B is not permanent resident status; its application, maintenance, and subsequent conversion are subject to relevant regulations and adjudication requirements. Recent policy shifts in the US regarding work visas and employment relationships have also exposed international talent and employers to greater uncertainty.
1. Work Visas Are Closely Tied to Employment Relationships
H-1B is typically tied to the petitioning employer and the approved employment terms. If an employee resigns, faces layoffs, or changes employers, a timely evaluation of status transition is required.
Current US rules grant eligible non-immigrant work visa holders a grace period of up to 60 days following employment termination. The US Department of Homeland Security previously issued proposed rules aimed at eliminating such grace period arrangements.
👉 Further Reading: 《99.2% Are H-1B! The Unemployment Grace Period in the US Nears Its End》
2. Policy Changes May Also Affect Corporate Hiring
The US government continues to introduce or discuss adjustments regarding H-1B filing fees, employer compliance, and vetting requirements.
These changes may increase the costs for enterprises to hire international talent, and could also impact job role transfers, visa renewals, and long-term sponsorship arrangements.
For technology companies highly dependent on global talent, continuously attracting and retaining top professionals amid policy uncertainty has become a practical challenge to address.
3. Obtaining a Work Visa Does Not Equal Long-Term Status Security
For international professionals seeking long-term residence in the US, securing an initial work visa is merely one stage. Subsequent extensions, employer changes, and employment-based green card applications are all subject to distinct requirements and scrutiny.
PART 03
Beyond Work Visas: How to Plan for Long-Term Status?
A job offer from a renowned tech company can open doors for professional development, but it cannot guarantee one's ability to remain in the US over the coming years.
This is precisely the takeaway that Anthropic's risk warning offers to international student families: Career competitiveness can be built through personal effort, but status arrangements remain subject to factors such as policies, application conditions, and processing timelines.
If a family's objective extends beyond securing a good job for their child to supporting long-term career growth in the US, exploring alternative status planning pathways alongside employer sponsorship is advisable.
For families with requisite investment capacity, the EB-5 Immigrant Investor Program serves as an option. It does not require continuous employment with a specific employer as a prerequisite for obtaining US permanent resident status, offering a strategic approach distinct from temporary work visas for long-term US residence.
Furthermore, eligible applicants currently in the US may concurrently file the I-526E Immigrant Petition and I-485 Application to Register Permanent Residence or Adjust Status when visa numbers are available and adjustment criteria are met. They can also apply for Employment Authorization Documents (EAD) and Advance Parole (AP) pursuant to regulations, gaining greater flexibility for work and travel arrangements.
PART 04
Don't Let Status Planning Become the Final Hurdle in Career Growth
Selecting majors, attending top universities, completing internships, and securing offers—students invest significant time and effort into career development. However, deferring status considerations until onboarding, internal transfer, or visa renewal may mean missing the window for proactive planning.
A genuinely comprehensive plan for studying in the US does not stop at helping students secure opportunities at top firms; it also considers in advance how to sustain and advance those opportunities over the long term.
Recognized among Asia's Top 500 Brands with over two decades of immigration expertise, WorldWay Group originated in Hong Kong in 1998 and operates professional entities across Hong Kong and Mainland China. WorldWay Immigration recommends that families planning for US education, post-graduation employment, and long-term residency consider incorporating immigration status into their overall plans early, exploring appropriate pathways tailored to their circumstances to secure greater strategic initiative for the future.
A great offer opens the door to a career
Early planning creates more choices for the future
