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Plan: needs, recruitment model, and job description
Identify hiring needs: Define which roles require global recruitment and why — focus on high-impact or hard-to-fill positions.
Build a recruitment plan: Decide whether you will hire remotely, through an Employer of Record (EOR), or by relocating employees; choose advertising channels and plan screening and interviews.
Write a clear, compelling job description: Highlight essential skills, visa sponsorship availability, and any location flexibility so candidates self-select accurately. Our globally remote checklist helps you describe remote eligibility honestly.
Source and screen globally
List sponsor-friendly roles where international candidates already look — post roles on Global Sponsor Hub.
Advertise globally: Use global job boards, targeted communities, and university partnerships. Proactive sourcing is often necessary for niche skills.
Pre-screen and interview: Assess language ability, cultural fit, and readiness to relocate or work remotely. Provide clear information about the hiring timeline and visa process so candidates can plan.
Onboard international hires
Where your support is limited, compare listed providers in the partner directory and verify qualifications for specialist immigration, relocation, or tax work.
Onboard thoughtfully: Provide orientation on company culture, local labour laws, and cross-cultural communication. A structured first 90 days reduces early attrition.
Best practices for employers
Segment target markets: Understand where your ideal candidates live and tailor strategies accordingly.
Offer a strong candidate experience: Transparent communication, timely feedback, and cultural sensitivity improve your reputation.
Develop a global employer brand: Showcase diversity, inclusion, and international success stories.
Hire for skills, not degrees: Focus on transferable skills and potential, especially across different education systems.
Leverage HR technology: Use applicant tracking, video-interview tools, and global payroll to streamline the process.
Next step
Put this into action on Global Sponsor Hub
Start free with a company profile, add your careers website for the company directory, 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
- Employer sponsorship resourcesEmployer obligations, key databases, and building a global mobility program.Open guide
- Corporate global mobility playbookCorporate mobility tooling and employer-facing programmes.Open guide
- Globally remote checklistChecklist before advertising a role as open to international remote candidates.Open guide
- International recruitment resourcesDatabases and guides for cross-border hiring and sponsor-friendly job search.Open guide
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 — working in the United States (employers) | 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
Explore employer toolsCommon questions
Should we hire through an Employer of Record or sponsor a visa?+
It depends. An EOR lets you employ someone in a country where you have no legal entity, without sponsoring a relocation. Sponsorship is for bringing a worker into your country. Many employers use both depending on the role and location.
How do we keep pay equitable across countries?+
Define a compensation philosophy up front — whether you pay to local market, a global band, or a blend — and account for cost-of-living and tax differences so offers are fair and defensible.
Do we need immigration counsel?+
For anything beyond the simplest cases, yes. Immigration counsel helps you choose the right visa route, stay compliant, and avoid delays or penalties that can derail a hire.