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Set the mobility operating model and ownership
| Workstream | Accountable owner | Key partners | 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: 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.
Name one accountable owner: Shared work still needs a person who can make or escalate the decision.
Define handoff triggers: Document when recruiting passes a case to immigration, payroll, tax, relocation, or finance.
Set exception authority: Make clear who can approve policy deviations, extra spend, or a change in hiring model.
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
Immigration: Visa pathway selection and sponsor onboarding or registrations.
Relocation: Move orchestration plus housing and school-search support.
Pay and social security: Payroll, compensation, tax, and social-security coordination.
Duty of care: Traveller security, wellbeing, and escalation support.
Next step
Put this into action on Global Sponsor Hub
Start free with a company profile, connect roles you already advertise, or review Growth / Scale when you want on-platform applications and hiring tools.
Need immigration or relocation support? Browse mobility partners or list your firm.
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
Official sources
Always verify with official sources
Visa rules and salary thresholds change. Confirm current requirements directly on government immigration portals before making any decisions.
| Source | Why open it |
|---|---|
| USCIS — employer resources | Official government or regulator page—verify eligibility, fees, and forms there. |
| Government of Canada — Temporary Foreign Worker Program | Official government or regulator page—verify eligibility, fees, and forms there. |
Official government or regulator page—verify eligibility, fees, and forms there.
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
Employer plans and toolingCommon questions
Do we need licences in every corridor?+
Depends—some corridors lean on exemptions; others insist on accreditation; partner counsel inventories obligations.
Can lean teams adopt this?+
Yes—fractional mobility partners augment HRIS + our marketplace tooling for candidate pipeline.