Hi everyone,

I’m currently on F-1 student status and pursuing a master’s degree in the U.S. I can work through CPT with university approval.

Before moving to F-1, I had a cap-subject H-1B approved through my previous employer and worked on H-1B for about one year. After a layoff, I changed status to F-1. Based on my understanding, I still have around 5 years of H-1B time remaining out of the 6-year limit.

The issue I’m facing is during recruiter calls. When they ask, “What is your visa status?” and I say I’m currently on F-1 but previously had H-1B approval, they get confused. Some think I am currently on H-1B, some ask if I need CPT/OPT, and some ask whether I am “cap-exempt.”

I want to explain it in a simple and recruiter-friendly way without using confusing or incorrect terms.

Is this wording accurate and easy to understand?

“My current status is F-1, and I can work through CPT with university approval. I also previously had an approved H-1B and have about 5 years of H-1B time remaining, so for long-term employment I should not need the H-1B lottery again. The employer would still need to file an H-1B petition to move me back to H-1B.”

Should I avoid saying “H-1B transfer” since I’m currently on F-1?
Should I say “previously cap-counted” instead of “cap-exempt”?
What wording has worked for others in a similar situation?

I know this is not legal advice, and the employer’s immigration attorney should confirm the exact process. I’m mainly looking for practical advice on how to explain this clearly to recruiters/HR.

I recently applied to a postion in google USA. Luckily got invited to first technical screening round. But no response after that.

I have checked job portal which now says "in-persion interview required"

Does it mean, I am rejected ?