Win employer clients and stay compliant

Audience fit: Candidates already searching by destination, sponsorship, and relocation — not generic job-board noise.

Clear labelling: The role is shown as agency-submitted / external, so brand risk from “fake direct” posts stays low.

Proof loop: Views and click-outs give you something concrete for weekly client updates.

Partner ecosystem: When the hire needs immigration or relocation support, point employers to mobility partners — you stay the recruiter.

Truth in advertising: Location, salary (if shown), sponsorship, and relocation must match what the client will honour.

Who is the employer?: Do not imply GSH or your agency is the employing entity unless that is true.

Sponsorship ownership: If a visa is needed, be clear whether the client sponsors. Agencies rarely “sponsor” in place of the employer.

Data & applications: Click-out apply flows still need lawful candidate data handling on the destination site.

Jurisdiction rules: Some countries regulate recruitment advertising and fee practices — follow local rules for your desk.