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Readiness checklist
Role clarity: You can describe the job, SOC/occupation fit, location, and salary in writing.
Budget: You can fund licence, CoS, ISC, visa-related costs, and likely counsel, not only salary.
Owner: Someone owns SMS / sponsor duties, not “everyone in HR vaguely”.
Timeline: The business can wait weeks or months for licence + visa if sponsoring.
Plan B: You know whether remote, EOR, contractor, or domestic hire is acceptable if sponsorship stalls.
Questions to answer in one page for leadership
- 1
Why this role?: What local efforts failed and what skill is missing?
- 2
Which model?: Sponsor, remote, EOR, or agency-led?
- 3
What cost?: Use the sponsorship calculator and add counsel/relocation assumptions.
- 4
What risk?: Audit, suspension, key-person delay, or failed visa.
- 5
What success looks like: Start date window, probation plan, and retention support.
Next step
If the checklist is mostly green, read international hiring explained and run the Hiring Hub. If UK sponsorship is likely, start at do I need a sponsor licence?.
Next step
Start hiring
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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
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Explore employer toolsCommon questions
We are a small employer, is this only for large companies?+
No. Small sponsors can and do hold UK licences. The bar is process discipline and eligible roles, not headcount alone. Small-sponsor fee rates often apply.