01 / OVERSEAS HIRES
Bring the right people to Australia.
We review overseas hires and staff transfers against the Australian role, candidate’s background and project dates.
OVERSEAS HIRING · AUSTRALIAN VISAS
Global talent.
Local expertise.
Hiring from overseas or moving staff to Australia? We review the role, candidate and Australian migration requirements against your business timetable.
YOUR BUSINESS, YOUR WORKFORCE
Plan for the people your business needs.
Tell us who you need, where they will work and when.
02 / SPONSOR RESPONSIBILITIES
Know what sponsorship requires.
We check sponsorship obligations, visa work conditions and employment records before a hire or change of role.
03 / CHANGING RULES
Check what a rule change means.
Occupation lists, salary and skills rules can affect a planned hire. We explain which changes matter to your case.
BEFORE YOU RECRUIT OR RELOCATE
Start with the role and the market.
A clear role brief makes the search more focused.
Define the work.
Set out the duties and team structure. Distinguish skills needed on day one from experience that can be developed.
Consider the available talent.
Compare local and overseas candidates using relevant experience and available market information. Check how pay, location and timing affect the search.
Agree the next step.
Compare recruitment, relocation and retention against your timetable. If sponsorship is needed, review the employer, role and applicant together.
For an initial conversation, bring a brief business or project overview, the roles involved, indicative salary ranges, work locations and your preferred timing.
CASE-SPECIFIC COORDINATION
From hiring need to application.
Migration and sponsorship, with specialist input where needed.
Understand the business and project
Define the role, work location and start date. Establish whether this is one hire, several positions or a staged project.
Assess people and migration options
Review the candidate’s experience and visa position. Identify eligibility questions before the business commits to a plan.
Coordinate applications and compliance preparation
Agree the work, records and responsibilities. Keep nomination and visa preparation distinct; follow up on gaps or inconsistent evidence.
Review changes and next steps
Discuss progress and changes to the role, people or policy, and their effect on preparation and your timetable.
LABOUR AGREEMENTS
When hiring needs
a wider plan.
For employers with ongoing recruitment gaps. We assess company-specific, industry and DAMA options against the business, roles and locations.
Explore labour agreement supportAssess the fit
Check standard sponsorship and the relevant agreement framework.
Prepare the request
Coordinate the workforce plan, evidence and required consultation.
Support the next stages
Nominations, visas, ongoing obligations and variations.
EMPLOYER SPONSORSHIP
482 and 186 Direct Entry.
Compare temporary sponsored work with a direct permanent nomination.
Can we discuss a workforce plan before identifying candidates?
Yes. Start with the business or project, the roles needed and your preferred timing. We can discuss local and overseas recruitment considerations and what information a later migration assessment would need.
Can you assist with overseas staff or candidates we have already found?
Yes. You do not need to use our talent introductions first. Share the Australian role, candidate background and proposed arrangements so we can assess the relevant migration and sponsorship questions.
Does an approved application cover all our employer obligations?
An approval is not the end of compliance. Sponsorship obligations, the employee’s visa conditions and Australian workplace requirements are separate matters. We can help identify migration-related obligations and coordinate other questions with the appropriate advisers.
How should we respond to a policy change?
Start by checking whether it affects your roles, candidates, proposed applications or existing arrangements, and when it takes effect. We can explain the relevant migration implications and discuss practical next steps. A change does not necessarily affect every employee or case in the same way.
What should we prepare for a first conversation?
A brief business or project overview, position descriptions, locations, indicative employment terms and timing, plus any available candidate or existing sponsorship information. Sensitive documents can be requested later through an agreed channel.
AUSTRALIAN OPERATIONS & HR
Prepare your Australian team.
Hiring, onboarding and employment records need to work together.
Prepare for Australian employment.
Organise recruitment, onboarding and employment records alongside sponsorship preparation. Coordinate specialist questions with HR, payroll or employment advisers.
Coordinate across borders and teams.
Agree who provides information and makes decisions across overseas management and the Australian team. Plan staff moves around project milestones.