On this page
Set the mobility operating model and ownership
| Workstream | Accountable owner | Who to work with | Decision or output |
|---|---|---|---|
| Candidate and role | Talent Acquisition | Hiring manager, HR | Role eligibility, candidate communication, and offer timing |
| Immigration | Legal or mobility lead | External counsel, HR operations | Route selection, filings, compliance, and escalation |
| Employment setup | HR operations | Legal, EOR or local entity teams | Contracting model, onboarding, and employee records |
| Pay and tax | Payroll / tax lead | Finance, compensation, advisers | Payroll location, withholding, social security, and tax support |
| Relocation | Mobility or HR operations | Relocation vendors, finance | Package approval, vendors, family support, and exceptions |
| Programme governance | Executive HR owner | Legal, finance, business leaders | Policy, risk appetite, budget, metrics, and unresolved cases |
International hiring works best when one owner is accountable for each decision and handoffs are documented. A lean team can combine roles, but it should not leave ownership implicit.
Help candidates understand your hiring countries
Corridor hubs: United Kingdom · Canada · Australia · United States · Germany · United Arab Emirates · Ireland · Singapore · New Zealand · Netherlands · Switzerland.
When candidates have clear country context, screening conversations are faster and expectations are easier to align.
What employer mobility programmes usually cover
Typical areas include sponsor compliance, visa filing coordination, compensation checks, dependent handling, relocation support, and policy communication.
Teams also need clear escalation paths for exceptions, delays, and legal changes.
Who should own this internally
Core owners usually include Talent Acquisition, HR operations, legal/immigration stakeholders, payroll/tax, and finance. Assign decision owners early to avoid handoff delays.
How Global Sponsor Hub supports employers
Global Sponsor Hub combines employer listings, candidate discovery, and provider access in one workflow.
Use it to publish clear employer-provided sponsorship and relocation signals, improve applicant quality, and compare listed providers when specialist support is needed.
Core service areas
Common questions
Do we need licences in every corridor?+
Check the employer requirements for the destination and work route, including any registration or accreditation needed.
Can lean teams adopt this?+
Yes, fractional specialists augment HRIS + our platform tooling for candidate pipeline.
Next step
Start hiring
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