Verify an employer & visa job offer (checklist)

1) Verify entity + recruiter identity. 2) Lock immigration route nomenclature and who pays each fee. 3) Model relocation cash flow with employer caps. 4) Validate dependant sequencing. 5) Only resign once written contingencies satisfy you.

Corridor hubs (context for red flags later): Canada · Australia · United States · Germany · United Arab Emirates · Ireland · Singapore · New Zealand · Netherlands · Switzerland.

Each hub surfaces typical vocabulary so you recognise when an employer’s wording matches—or contradicts—that corridor.

Confirm the trading name, registration number, and office address match public records where available.

Validate the hiring manager’s email domain and cross-link the job to an official careers posting.

Ask which entity will employ you, where pay is sourced, and how probation works—especially if a “third-party” name appears on the contract.

Request which visa/permit pathway applies, who files what, typical stages, and whether dependants can be included in the plan.

Clarify whether sponsorship is contingent on probation, credentials recognition, salary bands, language tests, or medical checks.

Write down timelines: target start date vs realistic permit issuance.

Get compensation in writing: currency, gross vs net conventions, bonuses, allowances, equity, overtime rules.

Map relocation: flights, temporary housing caps, shipments, schooling support—plus whether any clawbacks apply if you leave early.

Understand who pays visa filing costs and what is taxable in the host country.

Listings advertise Visa Sponsorship and Relocation Support separately so you know what employers claim up front—but you should still reconcile those claims with your contract.

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