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Before you touch the form — client gates
Most moderation problems are permission and truth problems that started in the briefing call.
Written advertising permission: Confirm you may advertise the role publicly and on third-party boards — including Global Sponsor Hub's labelled external format.
Employing entity clarity: Know which legal entity will employ the worker. Candidates and reviewers smell “mystery employer” copy.
Apply destination: Have a working, preferably role-specific apply URL (client ATS, careers page, or your branded apply flow).
Location & work-mode truth: Country / city / remote rules must match what the client will actually hire for — including “must relocate by date X.”
Mobility honesty: Visa sponsorship, relocation support, and “globally remote” claims must match client policy — never invent them to attract clicks.
Salary disclosure rules: If the client forbids bands, omit salary rather than invent one. Be louder on location and sponsorship so self-selection still works.
The mobility labelling decision tree
International candidates filter ruthlessly. Use language that matches reality.
| Client reality | Label / copy stance | What not to write |
|---|---|---|
| Client sponsors this role on a defined route | Sponsorship available (name destination) | Vague “visa support” with no destination |
| Client may sponsor after case review | Case-by-case / assessed individually | “Visa guaranteed” or “sponsorship available” as clickbait |
| No sponsorship; relocation of people already eligible | Relocation support only / right-to-work required | Implying a visa will be created |
| Fully remote in candidate’s country via entity/EOR | Remote — state countries allowed | “Remote worldwide” when only 2 countries are allowed |
| Onsite only after visa | Onsite + sponsorship path + realistic timeline note | “Immediate start” for overseas candidates needing visas |
Listing checklist — craft that converts
- 1
Title: Role + specialty (+ destination if it helps). Avoid keyword stuffing (“Visa Sponsorship Jobs UK Nurse Nurse Nurse”).
- 2
Client context: Enough detail to understand employer type and setting without impersonating the employer as a Global Sponsor Hub direct post.
- 3
Destination & work mode: Onsite / hybrid / remote — and where the person must live. Name the city or region when it matters for schools, licensing, or commute.
- 4
Sponsorship / relocation: Yes / no / case-by-case — match client policy. If case-by-case, say what is assessed (role level, salary, timing).
- 5
Apply URL: Role-specific beats a careers homepage. Test in a private window. Broken links get rejected or ignored.
- 6
Salary band: When the client allows it — especially where visa salary thresholds exist. Improves click quality dramatically.
- 7
Licensing / registration: For healthcare, legal, finance, teaching: state whether destination registration is required before start.
Corridor-aware copy (what good desks add)
You do not need to give immigration advice. You do need to stop candidates from applying under fantasies.
UK: If sponsorship is real, avoid implying the agency “holds the licence.” The client sponsors. Flag that timelines include licence/CoS/visa stages when relevant.
US: Do not casually promise H-1B. Cap seasons, lottery risk, and alternative classifications matter. Prefer “employer may petition where eligible” over certainty theatre.
Canada / Australia: Employer pathways and programme names change — keep copy at “employer-sponsored pathway where eligible” unless the client’s counsel signed off on specific language.
UAE / Singapore / Gulf: Employment passes are usually tied to the employing entity. Be clear who employs and whether family/dependants are in scope for the package.
EU hubs: National permits and Blue Card rules differ by country. Name the destination country every time — “Europe” is not a work location.
Moderation and quality — how reviewers think
Free and new listings may be manually reviewed. Reviewers look for trust signals, not marketing flourish.
Apply URL fails, redirects to unrelated pages, or lands on a generic homepage with no role context.
Sponsorship claims look invented or contradict the rest of the copy.
Role looks like a scraped duplicate with no agency context or client permission signal.
Same URL submitted under multiple misleading titles to game capacity.
“Globally remote” when the copy later says UK-only or “must be based in Dubai.”
Closed or filled roles left live — update or remove when the client closes the brief.
Metrics to show clients (without overclaiming)
Your BD story should match what the product measures.
| Metric | What it proves | How to talk about it | What it does not prove |
|---|---|---|---|
| Views | Discoverability on Global Sponsor Hub | Relevant international candidates saw the role | That they were qualified or will accept an offer |
| Click-outs | Intent to apply | Candidates continued to your / the client’s apply page | Completed applications or interviews |
| Labelling | Trust | Candidates knew it was an agency-submitted route | That the client’s brand is “featured” as a direct employer |
Quality bar before you burn a paid slot
- 1
Permission: Client OK to advertise on Global Sponsor Hub as labelled external.
- 2
Truth pass: Sponsorship, location, remote rules read by someone who knows the brief.
- 3
URL pass: Private-window test; mobile load; role identifiable on landing page.
- 4
Threshold pass: If visa salary rules apply, band (or “meets threshold”) is honest.
- 5
Close plan: Owner + date to revisit or unpublish.
Next step
List a client role on Global Sponsor Hub
Create an agency account, submit a labelled external role, and show clients views and click-outs. Upgrade when you need more concurrent listings.
| Symptom | Likely cause | Fix |
|---|---|---|
| High views, low click-outs | Vague title or scary/missing mobility truth | Clarify sponsorship + location in first lines |
| Click-outs, no ATS apps | Broken or generic apply URL | Role-specific URL; test monthly |
| Moderation delay | Sponsorship claim vs copy conflict | Align language with client policy |
| Client complaint | Looked like fake direct employer post | Keep agency labelling; tighten client context |
What's next
Related guides and links
More on this site: related guides, official government pages to double-check rules and fees, and quick links to jobs and partners.
Guides that pair well with this page
- How Global Sponsor Hub works for agenciesAgency vs employer vs partner — where listings appear and how plans work.Open guide
- Win clients & compliancePitch Global Sponsor Hub to employers and stay clean on sponsorship advertising rules.Open guide
- Open External roles (sign in)More structured steps and links on the next page.Open guide
- Agency pricingMore structured steps and links on the next page.Open guide
Keep exploring
Everything in one place
Employer jobs stay on the hub. External roles open elsewhere but say so. Partners list in the directory. Guides sit next to search.
Ready to act
Go to External rolesCommon questions
Can we use a generic careers homepage as the apply URL?+
Prefer a role-specific URL. Homepages create drop-off and look like low-effort syndication to reviewers and candidates.
What if the client forbids salary disclosure?+
Omit salary rather than invent a band. Be clear on location and sponsorship so candidates can still self-select — especially where visa thresholds exist.
The client says sponsorship is “possible.” What do we write?+
Write “case-by-case” or “assessed individually,” and note what is assessed. Do not upgrade that to “sponsorship available” for traffic.
Can we post the same role for multiple destinations?+
Only if the client truly hires in each destination under clear rules. Separate listings with honest location copy beat one “global” fantasy ad.