Assessing a proposed hire
We assess the proposed hire against the business’s operations, the duties, remuneration and the candidate’s qualifications and experience. This helps identify the relevant visa route and any problem that needs to be resolved before the business commits.
That assessment can include salary benchmarking, recruitment requirements and the business records relevant to the nomination. We explain how these affect the proposed appointment and what the employer needs to address.
Temporary and permanent pathways.
The Skills in Demand visa (subclass 482) is a temporary employer-sponsored route. The Employer Nomination Scheme (subclass 186) concerns permanent residence. Regional and labour-agreement routes may also need consideration. Eligibility depends on the actual employer, role and worker.
A temporary visa does not make permanent residence automatic. We consider the longer-term position early, including which requirements will need to be met later and what changes may affect the plan.
When the standard route does not fit.
An unusual occupation, a salary issue or a candidate’s particular circumstances may require a closer look at the alternatives. DAMAs and labour agreements are a particular strength of our work. We examine whether they are relevant rather than assuming every difficult hire has the same answer.
First-time and regular sponsors
We advise first-time sponsors and employers who sponsor regularly. For ongoing work, an annual arrangement may provide continuity with an adviser familiar with the organisation, its history and its plans.
If you are the employee and your employer has agreed in principle to sponsor you, you can make the first enquiry. Bring the employer’s details and the proposed role so the conversation can address both sides.
DAMAs
Agreement coverage, occupations, concessions and regional endorsement.
Labour agreements
Agreement-based recruitment and ongoing sponsorship.
Skills in Demand visa · 482
Compare the streams, the employer requirements and the candidate’s position.
Employer Nomination Scheme · 186
Understand permanent residence through TRT, Direct Entry or a labour agreement.
Frequently asked questions
Can the employee contact you before the employer does?
Yes. If your employer is willing to sponsor you, you can make the first enquiry. Bring the proposed role, work location, remuneration, employer details and your current visa position so we can identify what needs assessment.
Does a high salary make sponsorship automatic?
No. Remuneration is one part of the assessment. The employer, occupation, duties, proposed route and candidate’s circumstances still need examination. A senior title or a substantial salary does not establish every requirement.
Can a temporary sponsored visa lead to permanent residence?
It may, but the permanent residence stage has its own requirements. We assess the intended route early rather than treating a temporary approval as a promise of a later result.
Can you advise an employer who sponsors regularly?
Yes. We can discuss an ongoing or annual arrangement that builds familiarity with the organisation, its recruitment plans and its existing sponsorship matters. The scope and fees are agreed before work begins.
Official information
Read the current government guidance alongside advice for your circumstances.