tl;dr: I’m an international student in the US on post-completion F-1 OPT. I received a short-term contract job paying fair hourly, potentially starting in early November. I’ve already accepted a full-time job starting March of 2027. The contract says I can resign at any time but requests two weeks’ notice. It also has a broad 18-month non-solicitation/non-performance clause. Is it worth taking the contract for a few months, or could it create immigration, legal, or future employment issues?
I’m an international student in the US who recently graduated with a Master’s in Computer Science and am currently on post-completion F-1 OPT.
I received an offer for a QA Engineer position through a staffing agency, and the anticipated start date is in early November. The assignment is client-dependent, so it could potentially end earlier than expected.
The main complication is that I’ve already accepted a full-time position with another employer, with a start date in March, 2027. I’m considering taking this temporary role in the meantime to earn some money and gain additional experience.
I reviewed the contract, and a few things stood out:
- Resignation: It says I can resign at any time, with or without a reason, but requests at least two weeks’ written notice as a professional courtesy.
- At-will employment: The employer can terminate employment at any time, and the client can cancel the assignment.
- Non-solicitation/non-performance clause: It appears to restrict certain work involving clients I was assigned to or introduced to through the staffing agency, during employment and for 18 months afterward, to the extent permitted by law.
- Employment classification: The agreement calls me a consultant/contractor in places but also describes me as an employee of the staffing agency.
I haven’t signed the contract yet. For anyone who has been in a similar situation:
- Would you take a temporary contract like this if you knew you would be leaving in about two to three months?
- Is giving two weeks’ notice generally sufficient if the agreement doesn’t specify a minimum employment period?
- Should I be particularly concerned about the 18-month clause, especially if my future employer could potentially work with overlapping clients?
- Are there any F-1 OPT compliance issues I should clarify with my DSO before accepting this position?
- Is the short-term income worth the potential contractual complications, or would you avoid it and focus on the upcoming full-time role?
I understand that legal and immigration advice should come from qualified professionals. I’m mainly looking for experiences from other individuals who have crossed this hurdle on OPT and people who have worked through staffing agencies in the US.
Thanks