Recruiting Program

Employers consistently rate our on-campus and off-campus recruiting programs as top-notch. You’ll benefit from our excellent talent pool, dedicated employer services, and state of the art facilities.

The Amica Center offers a wide range of programs and services to help you connect with and recruit Bryant talent.

All positions you are recruiting for should be posted in Bryant Career Connection (BCC). Students and alumni will refer to BCC to apply or learn more. We also use BCC to share opportunities through weekly communications with students and in coaching appointments.

Post Positions on BCC

Career & Internship Fairs

The Amica Center hosts multiple career and internship fairs throughout the academic year. The fairs are one of the best ways to meet with Bryant's talented students and alumni. They are open to all students and all majors and is a Wicked Smaht(TM) way to recruit across all of Bryant’s program areas. The next career and internship fair is the Fall Career & Internship Fair on Wednesday, September 21, 2022.

Information Sessions & Tabling

The Amica Center will work with you to coordinate an information session or information table (in one of our high traffic student areas) for to share information about your organization or opportunities. Information Sessions can also be held virtually.

On-Campus Interviewing (OCI)

OCI is a great way to interview multiple Bryant students/alumni in one day with ease right here on campus (or virtually). Aside from making the candidate selections, we handle all the logistics of scheduling your interviews. To schedule your interview date(s), please email Denise Gormley.

Programs & Workshops

Prepare our students for the internship and job search and help make them career ready by collaborating with us on a program or workshop. Your expertise and knowledge is invaluable to our students. Some of the programs we work with employers on are Résumé Rally, Mock Interviews, The Art of Networking, and other career preparation programs.

More than 250 students from more than 50 countries enroll in Bryant each year. Their outstanding Bryant education, multilingual abilities, and experience adapting to new situations make them an asset to U.S. employers. We urge you to consider hiring an international student from Bryant for the cultural and practical benefits he or she can bring to your organization.

Types of Employment

Curricular Practical Training (CPT) occurs while the student is enrolled in an academic program at Bryant. It is authorized by Bryant and includes curricular-related employment such as internships and practicum. The authorization is noted on the back of the I-20 (immigration form) and includes the name of the company, start and end dates of the internship, and the signature of the designated school official at Bryant. Bryant students must first be approved for an academic internship and then seek CPT authorization from International Student and Scholar Services.

Students who obtain CPT permission may work (and get paid) for up to 12 months full time. However, students who work this length of time give up their eligibility to work in the U.S. after they graduate. For the most part internships are 120-150 hours in length during the semester, or full time during the summer.

Optional Practical Training (OPT) for the most part (there are exceptions) occurs after the student graduates. It is authorized by U.S. Citizenship and Immigration Services (USCIS) based on a recommendation from the Bryant University designated school official. The student may opt to use all or part of his or her total practical training allotment of a maximum of 12 months. OPT can be authorized by the USCIS: (1) during vacation when school is not in session (full time employment is allowed); (2) for part-time work, a maximum of 20 hours per week, while school is in session; (3) after completing all course requirements for the degree; or (4) full-time after completion of the course of study. Students who have received OPT permission will be issued an Employment Authorization Document (EAD) by the USCIS. Their name, photo and valid dates of employment are printed on the EAD.

Students who obtain a degree in science, technology, engineering and mathematics may be eligible for an additional 17 months of OPT.

The average processing time for USCIS to issue the EAD is two or three months, and students may begin employment only after receiving the EAD which will indicate the starting and ending dates of employment. Therefore, we encourage employers who will be hiring international students for OPT to make the offer as early as possible, knowing that it may take more than three months for the government to issue the permission.

Students may do both CPT and OPT as long as the CPT is not full time and not for a complete year.

Continuing employment under H-1B visa

Federal regulations require that employment terminate at the conclusion of the authorized practical training. However, students on an F-1 visa with a bachelor’s degree may continue to be employed if they receive approval for a change in visa category, usually to H-1B. Individuals may work in the United States for a maximum of six years under an H-1B visa. This visa is valid only for employment with the company that petitioned for them. They must re-apply to the USCIS if they wish to change employers. As soon as the initial job offer is made, they should petition for an H-1B visa if employment is likely to extend beyond the practical training period.

Cap‐Gap OPT can be granted if the student (1) is in a period of authorized post‐completion OPT, and (2) is the beneficiary of a timely‐filed H‐1B petition requesting change of status and an employment start date of October 1 of the following fiscal year. The Cap‐Gap OPT is an automatic extension of duration of status and employment authorization to bridge the gap between the OPT and start of H‐1B status. The automatic extension of OPT is terminated upon the rejection, denial, or revocation of the H‐1B petition.


Fortunately, there is little paperwork for an employer who hires F-1 students. All paperwork is handled by Bryant University, the students, and USCIS.

Proof of work authorization

  • Bryant University students in F-1 status who have been authorized to engage in CPT will present their I-20 with a notation indicating the dates during which CPT has been authorized.
  • Bryant University students who have been authorized for OPT will have an EAD card issued by USCIS. This laminated card will include the individual's photograph and will provide proof of work authorization.

What about taxes?

Unless exempted by a tax treaty, F-1 students earning income under practical training are subject to applicable federal, state, and local income taxes. Generally, F-1 students are exempted from Social Security and Medicare tax requirements. However, if F-1 students are considered "resident aliens" for income tax purpose, Social Security and Medicare taxes should be withheld. Please consult the Tax Treaty information in the Internal Revenue Services Publication 519, U.S. Tax Guide for Aliens, and 901, U.S. Tax Treaties.

This information is for the use of the Bryant University community and should not be used as a source of information for making legal decisions regarding employment. The staff in the International Student and Scholar Services (ISSS) is neither qualified nor licensed to provide legal advice. A licensed practicing attorney should be consulted for professional legal counsel.

As a member of the National Association of Colleges and Employers, we adhere to its Principles for Professional Practice. All employers seeking to recruit Bryant students are expected to review and comply with the following guidelines and policies.

Offers and Deadlines

To ensure Bryant University students are given adequate time to make an informed decision regarding an internship or post-graduate employment offer, we request employers honor the following deadlines. These deadlines allow students the ability to make that first important acceptance decision in launching their careers.

Early Offers

The Amica Center does not endorse nor prohibit early offers. Such offers are risky for employers as students may change their minds. Contact us if you have any questions.

Fall Recruiting Deadlines

For offers extended at the end of a summer internship, employers are asked to give students at least one week (though we recommend two weeks) from the date of offer to make their decision. For offers extended during the fall recruiting process for upcoming summer internships or post-graduate employment, employers are asked to give students at least one week (though we recommend two weeks) from the date of offer to make their decision.

Spring Recruiting Deadlines

For offers extended during the spring recruiting process for upcoming summer internships or post-graduate employment, employers are asked to give students at least one week (though we recommend two weeks) to make their decision

‘Exploding’ Offers

Employers may not present a job offer to a student that is retracted if not accepted within a very short period of time (e.g., one day, less than a week). Students must be allowed an appropriate amount of time to evaluate the offer. Employers who engage in exploding offer practices will not be allowed to participate in the Recruiting Program.

Offer Acceptances

Please notify the Amica Center of any offer acceptances so we can record this important student milestone! Also, please encourage students to complete the “Outcomes” survey.


Serving alcohol should not be part of the recruitment process. This includes campus events, such as information sessions and presentations, as well as on-site company events that are part of the recruitment process.

Offer Withdrawals and Reneging

When an employer makes an offer to a student/alumni, it is expected that the offer be honored. Recognizing that there may be a time frame in accepting an offer, it is expected that the employer will honor the time frame and the conditions of the offer. Failure to do so is considered unprofessional and the Amica Center, if informed, will consult with the employer to determine action, which may include a formal letter to the head of human resources regarding the matter, and possible denial of services.

Violation of Recruiting Policies

If you foresee a challenge complying with either the NACE or Amica Center policies, please contact our office to speak with a member of our Employer Relations team. Having this discussion in advance will help improve both the student and employer recruitment experience. Employers who violate the above policies may be denied access to the Recruiting Program and other services. Refer to the Denial of Services policy (final section of this Manual).

Solicitation and Business-to-Business Activities

Unless approved in writing by the Executive Director of the Amica Center for Career Education, under no circumstances shall any vendor, business, or individual engage in any solicitation practices or business-to-business efforts when involved in any Amica Center for Career Education event, program or activity. This includes (but is not limited to) students, staff, faculty, employers, alumni, or employers.

To view all of the Amica Center for Career Education policies and procedures please view our Employer Policies and Procedures Manual  or you can submit an email request to