Guide section
How to run this pack (15–30 minutes)
- 1
1. Pick the model: Sponsorship / petition / permit or remote / EOR. Use the Hiring Hub if you are unsure.
- 2
2. Open the destination brief: Read the matching Success Centre destination playbook (UK licence centre, US, Canada, Australia, Germany, UAE, Singapore).
- 3
3. Budget before the advert: Run the cost planner and optionally the ROI calculator. Finance signs the envelope — not just base salary.
- 4
4. Label → offer → publish: Complete the labelling and offer gates below, then post or connect the role on GSH with honest mobility tags.
One owner
Name a single internal owner (usually TA/HR) who will not publish until checklists A–D are complete. Hiring managers propose; owners release.
Guide section
Checklist A — Hire model gate
If any row is ‘no / unknown’, pause sourcing.
Model decision — tick before job live
| Gate | Pass when… | Owner |
|---|---|---|
| Work location decided | Onshore destination OR remote-in-country is explicit | Hiring manager + HR |
| Employing entity known | Which company / zone / EOR will employ the person | HR / legal |
| Route class chosen | Sponsorship/permit vs remote/EOR (not ‘we’ll see’) | HR + counsel if needed |
| Start-date realism | Range agreed; no hard date that government cannot hit | Hiring manager |
| Family / dependents | In or out of package decided | HR / finance |
Guide section
Checklist B — Finance & cost envelope
Finance should approve a corridor envelope, not a salary alone.
Base + benefits: Local market band for the destination (or remote market if EOR).
Immigration / permit costs: Government fees + typical counsel — from the cost planner worksheet.
Relocation / housing: Flights, temporary housing, allowances — especially UAE and other allowance-heavy corridors.
Internal time: HR/TA hours and manager interview load (ROI calculator helps).
Contingency: 10–20% buffer for document delays, medicals, or re-filing where relevant.
Attach numbers
Export or screenshot the cost planner and ROI outputs into the approval ticket.
Guide section
Checklist C — Job labelling (before publish)
Candidates on GSH already filter for sponsorship and relocation. Vague labels create drop-off and compliance risk.
Label honesty gates
| Field | Must be clear | Fail example |
|---|---|---|
| Location | City/country or ‘remote in X’ | ‘Flexible / worldwide’ with no model |
| Visa / sponsorship | Offered / not offered / case-by-case with owner | ‘Visa support’ with no meaning |
| Relocation | What is funded vs not | ‘Relocation available’ with £0 budget |
| Apply path | On GSH vs careers/ATS click-out | Hidden external apply |
| Agency vs direct | Correct source label if agency-submitted | Agency role looking like direct hire |
Globally remote
If the role is remote-first, complete the globally remote checklist before tagging.
Guide section
Checklist D — Offer letter & compliance gates
Do not send a signed offer that implies immigration outcomes you cannot control.
Conditional language: Start date and employment contingent on right-to-work / permit approval where applicable.
Who pays what: Government fees, medicals, counsel, and relocation — written, not verbal.
Role substance: Title, duties, and salary match the visa/permit theory of the case.
Document list: Candidate pack requested early (degrees, translations, police certificates as relevant).
Data & privacy: Only collect documents you need; store under your retention policy.
Equality / fair process: Criteria applied consistently; immigration status handled lawfully for your jurisdiction.
Guide section
Checklist E — Onboarding ownership
RACI-lite for the first 90 days
| Task | Primary owner | Backup |
|---|---|---|
| Permit / petition filing | HR or immigration partner | Hiring manager (docs only) |
| Offer & contract | HR | Legal |
| Relocation logistics | HR / mobility | Hiring manager |
| Day-1 access & buddy | Hiring manager | IT |
| Status renewals / changes | HR | Counsel |
Guide section
Ready to hire on Global Sponsor Hub?
- 1
Create or claim your employer profile: Start at employers or claim your company.
- 2
Post or connect the role: Direct post for on-platform applications, or connect careers/ATS inventory with clear labels.
- 3
Keep the pack with the req: Store checklists A–E in the requisition so finance and compliance can audit later.
Agencies
If an agency is sourcing, they list client roles on the agency path — they do not get candidate CV database access. Keep labelling honest.
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
- International Hiring HubRole × country workflow: licence need, costs, partners, and next actions.Open guide
- International hiring cost plannerGlobal hiring cost planner: UK Home Office fees plus destination worksheets.Open guide
- Recruitment ROI calculatorModel vacancy cost, cost-to-hire, sponsorship spend, and first-year hiring ROI.Open guide
- EOR vs sponsorshipEmployer Success Centre guidance for sponsorship and international hiring.Open guide
- Globally remote checklistChecklist before advertising a role as open to international remote candidates.Open guide
- How GSH works for employersEmployer Success Centre guidance for sponsorship and international hiring.Open guide
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
Is this a legal compliance programme?+
No. It is an operational checklist so teams do not publish internationally before model, budget, and labelling are decided. Counsel and official rules still govern.
Do we need every checklist for a remote/EOR hire?+
Use A, B, C, and the parts of D/E that apply. Skip onshore permit steps — but still document entity, location, and labelling.
Where do destination-specific rules live?+
In the Success Centre destination playbooks and the UK Sponsor Licence Centre. This pack is the cross-cutting HR/finance layer.