Global ServicesMore than 200 employer-sponsored cases across 482 and 186. Below are examples of the questions we addressed and the evidence we prepared.
Past experience helps us ask the right questions.
200+
482 and 186 combined
Some 482 nominations we lodged were approved shortly after submission. The business records and evidence for the role still needed careful preparation.
These are employer nomination outcomes, not visa grants. Timing and outcomes depend on the business circumstances, application evidence and assessment process.
New roles, salary evidence and work histories raise different questions. Our experience helps us identify which records need checking before nomination or visa lodgement.
Employer cases first, followed by individual preparation.
BUSINESS CASES
Roles, nominations and workplace preparation shaped around the business.
A digital payments business needed a new Software Engineer role for product development and operations.
The preparation needed to explain why this new role was necessary, what the engineer would do and how the proposed salary was supported.
We mapped the engineering duties to the business’s actual projects, then brought together the financial, employment and company records. For salary evidence, we used independent market information and more than 20 relevant job advertisements.
The business case, duties and salary evidence supported the same explanation. The nomination did not rely on a job title or a standard position description alone.
A financial services business was building internal IT capability for its digital transformation.
The proposed leadership role needed a clear technical purpose within the business, rather than a broad management description.
We connected the role with platform integration, cybersecurity and the employer’s operating plans. Market salary research, employment classification review and labour market testing records were organised around that role.
That preparation made the link between the technical responsibilities and the employer’s plans explicit. Each part of the nomination could be read against the same role.
A healthcare and training business needed recruitment, onboarding and employment records to work across several locations.
The work had to connect local recruitment activity with records that could also support future sponsorship matters.
We brought role classifications, advertising templates and onboarding records into a shared framework. Centralised tracking and reporting linked the locations, with preparation for potential 482 and 186 matters kept in view.
Reusable records reduced the need to assemble each recruitment history from scratch when a later staffing or sponsorship question arose.
An overseas business needed a consistent approach to hiring, payroll and staff coordination in its Australian operations.
The Australian records and responsibilities needed to be clear to both local staff and overseas management.
We connected recruitment, onboarding and payroll records with the staffing plan, clarified communication with overseas management and prepared templates for later sponsorship and 482 nominations.
The framework addressed the Australian operations, rather than simply carrying over the overseas group’s processes.
INDIVIDUAL CASES
Connecting an applicant’s qualifications and experience with the proposed work.
A Materials Engineer in Western Australia’s resources sector was preparing for an employer-nominated role.
The technical experience, nominated duties and skills assessment preparation needed to be read together—not as unrelated files.
We reviewed the connection between the applicant’s technical background and the proposed duties, alongside the employer information. Skills assessment requirements and sponsorship compliance were considered with those records.
This kept the applicant’s experience and the employer’s need in the same account of the proposed work, rather than relying on the occupation title alone.
A Civil Engineering Draftsperson case in Western Australia required a review of the proposed work against the occupation criteria.
The role description needed to explain the actual drafting duties, not stop at the position’s name.
We reviewed the work behind the title, organised the duties and identified the records that supported them. The employer sponsorship preparation connected this role information with the occupation criteria.
Clear duties gave the role assessment a concrete basis and showed which supporting information was relevant.
An Investment Financial Adviser in Victoria needed their qualifications and professional experience related to the proposed position.
Qualifications alone would not explain the fit; the preparation needed to show their relevance to the work.
We reviewed the qualifications, refined the role information and organised the case around the applicant’s education and professional experience. Each part was presented in relation to the proposed duties.
The records could then be followed as one professional background, rather than separate lists of certificates, jobs and duties.
Client names and identifying details have been removed. Some examples draw on the work of our predecessor, Hiremii Global Services. Where stated, nomination approval is not a visa grant; past outcomes do not guarantee approval or processing times for another case.
We also review other visa matters and complex histories.