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What Global Sponsor Hub is for (and what it is not)
Global Sponsor Hub is a hiring platform for internationally mobile hiring. Employers publish or connect roles with honest mobility labels, candidates choose the roles that fit them, and specialists support filings and moves.
Global Sponsor Hub is not your applicant tracking system, not a law firm, and not a recruiter that “sponsors for you.” You remain the employer (or you use an employer of record or a local entity).
Three ways roles appear
Direct roles: You post on Global Sponsor Hub; candidates apply on-platform. Best when you want owned pipeline, paid workflow, and clear sponsorship labelling under your employer account.
Employer-connected: You add a careers or company website so candidates find you in the company directory. An ATS or careers feed is optional and reviewed for labelled click-outs — useful when your apply flow already lives elsewhere, and not a full board mirror.
Claimed profile: If your company already appears, claim it, then upgrade how you hire and how mobility is described.
Mobility ops ownership before you publish
International listings fail when “whoever posts jobs” also invents visa policy. Name owners before the first ad goes live.
| Gate | Accountable | Must confirm |
|---|---|---|
| Hire model | HR / TA lead | Sponsor onshore vs remote/EOR vs hybrid |
| Budget | Finance + HR | Salary + fees + counsel + relocation contingency |
| Labelling | Employer account owner | Sponsorship / relocation / remote countries |
| Offer language | HR | Conditional start; who pays government fees |
| Filings | Immigration specialist | Route theory matches the advertised role |
Publish gates (do not skip)
- 1
Model fixed: Onshore sponsorship/permit vs remote/EOR is decided for this requisition.
- 2
Location truth: City/region or explicit remote-country rules — not a vague “flexible worldwide”.
- 3
Sponsorship truth: Available / not / case-by-case — matching what counsel and policy allow.
- 4
Salary reality: Where visa thresholds or prevailing wage matter, the band can clear them.
- 5
Start-date range: Optimistic / realistic / late — never a single date government cannot hit.
Recommended path
- 1
Learn: Use this Success Centre, destination playbooks, and the Hiring Hub.
- 2
Estimate cost: Run the international hiring cost planner for your destination.
- 3
- 4
Connect or post: Connect roles or post a direct role with honest labels.
- 5
Bring specialists in: Use the specialist listings for immigration, relocation, and payroll/EOR.
What employers get free vs paid
Free resources build decision quality: guides, calculators, Hiring Hub, and planning tools. Paid plans unlock stronger hiring workflow — direct applications, analytics, candidate access, and featured visibility. See pricing.
Many employers research and claim first, then upgrade roles that need on-platform applications.
Next step
Start hiring
Create a free company profile. Connect your careers page for free international job imports, or post your first job free.
| If you need… | Start here |
|---|---|
| Decide sponsor vs remote/EOR | Hiring Hub + EOR vs sponsorship |
| UK licence depth | UK Sponsor Licence Centre |
| US / CA / AU / DE / UAE / SG | Destination playbooks |
| Finance approval numbers | Cost planner + ROI calculator |
| Filings / relocation help | Specialist listings |
What's next
Related guides and links
More on this site: related guides, official government pages with the current rules and fees, and quick links to jobs and specialists.
Related guides
Guides that pair well with this page
Keep exploring
Everything in one place
Employer jobs stay on the hub. External roles open elsewhere but say so. Specialists are listed in the directory. Guides sit next to search.
Ready to act
Explore employer toolsCommon questions
Do we have to post every role as direct?+
No. Many employers start by connecting an ATS or careers page, then upgrade roles that need on-platform applications.
Can we advertise sponsorship while the licence or petition setup is pending?+
Only with honest language (e.g. licence in progress / case-by-case) and start-date expectations that match reality. Do not advertise a ready sponsorship path you cannot deliver.
Where do agencies fit?+
Agencies can source and list labelled external roles. You remain the employing sponsor or host entity for onshore sponsored hires unless a different lawful model applies.