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Four models at a glance
| Model | Where the worker works | Who employs | Typical trigger |
|---|---|---|---|
| Sponsorship / visa | Your country | You (as sponsor/employer) | Need the person onshore |
| Direct remote | Their country | Your local entity | You already have an entity there |
| EOR | Their country | EOR as employer of record | No entity; still need an employee |
| Agency supply | Varies | You or client employer | Need sourcing help + compliance specialists |
Hiring models
Sponsor, remote, or EOR?
Pick the path that matches where the work happens — then confirm local rules with counsel before you advertise.
Sponsor / relocate
Worker joins you onshore under a visa you support.
Best for
Site, regulated, or customer-facing roles in your country
UK licence path →Remote + entity
Worker stays abroad; your local entity employs them.
Best for
Markets where you already have a company
Remote hiring guide →EOR
An Employer of Record employs them locally for you.
Best for
Speed without incorporating first
EOR vs sponsorship →Not sure? Open the International Hiring Hub
How sponsorship looks in major destinations
Names differ by country. The shared idea: the employer takes on immigration responsibility so the worker can legally work onshore.
| Destination | What employers often deal with | Deep dive on Global Sponsor Hub |
|---|---|---|
| United Kingdom | Sponsor licence, CoS, Skilled Worker duties | UK Sponsor Licence Centre |
| United States | Petitions / classifications (e.g. H-1B and others) | US hiring playbook |
| Canada | Work permits, often with LMIA or programme-specific rules | Canada hiring playbook |
| Australia | Sponsored / accredited employer pathways | Australia hiring playbook |
| Germany / Netherlands / Ireland | National permits, EU Blue Card, shortage lists | Compare countries |
| UAE / Singapore | Employment passes tied to the employing entity | Country hubs |
How Global Sponsor Hub fits each model
On Global Sponsor Hub, label the work mode and mobility support honestly: visa sponsorship, relocation support, or globally remote. Candidates filter on those signals. Misleading “remote worldwide” copy damages trust, see the globally remote checklist.
For a full walkthrough, use how to hire international talent.
Next step
Start hiring
Create a free company profile. Connect your careers page for free international job imports, or post your first job free.
| Situation | Likely model | Next Global Sponsor Hub step |
|---|---|---|
| Must be in UK office / site | UK sponsorship | Sponsor Licence Centre + cost planner |
| Must be in US / Canada / AU office | Local sponsorship / petition | Destination playbook + Hiring Hub |
| Can work from home country | Remote entity or EOR | EOR vs sponsorship |
| Need sourcing help only | Agency + your employment model | Agency centre / Agency Resource Centre |
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
Can we mix models?+
Yes. Many employers remote-hire first, then sponsor when the role must move onshore. Document the path so candidates know what is possible.
Where should non-UK employers start?+
Open the matching destination playbook (US, Canada, or Australia), run the International Hiring Hub, and involve local immigration counsel early for onshore hires.