Be precise about your current authorization and the future requirement rather than using a vague yes or no.

State how long you are authorized to work, whether there are restrictions, and when sponsorship would become necessary. That helps recruiting evaluate the situation accurately.

Do not imply that future sponsorship is guaranteed or unnecessary if you know it may be required.

Because policies differ by office, role, and year, ask the recruiter to confirm eligibility for the specific position. Clear timing is usually more useful than trying to fit your situation into a single checkbox.

imo the interviewer mainly wants to see that you notice the tradeoff and can choose a sensible next step.