Overview
What this service covers
Hiring internationally fails at the intersection of recruitment and immigration: an offer is made to a candidate who cannot be sponsored, a role is scoped in a way that does not map to a recognised profession, or a quota position is exhausted mid-process.
We work between those two functions — advising on which roles can realistically be filled from abroad, how they should be defined to be sponsorable, and how the hiring plan fits the quota and localisation position of the entity.
What's included
Scope of work
Sponsorability review
Assessment of which roles can be filled from abroad, and under which routes, before offers are made.
Role definition
Defining and titling roles so they map to recognised professions and meet route requirements.
Quota aware planning
Hiring sequenced against your localisation and quota position so the plan remains deliverable throughout.
Candidate documentation
Early assessment of qualifications, attestation needs, and documentation, where cases commonly stall.
Onward permit management
Continuity from offer through permit, visa, and residence into ongoing compliance.
How it works
We are Aligned with your Business
Every Docurement engagement follows the same five stages, so you always know where a matter stands and who is responsible for it.
Initial consultation
We start by understanding your entity, workforce, sector, and current position — no commitment required.
Scoped proposal
A clear, transparent breakdown of what is required and how our fees are structured, separate from any government or authority fees.
Engagement & authorisation
Formal engagement with the appropriate authorisation for us to act on your behalf with the relevant authorities.
Dedicated point of contact
A single, accountable contact manages your file from instruction through to completion.
Ongoing reporting
Regular updates on completed actions, items in progress, and anything approaching a deadline.
Why Docurement
What makes the difference
Sponsorability checked before the offer
Withdrawing an offer because the candidate cannot be sponsored costs the hire and the relationship. Check first.
Roles defined to be approvable
How a role is titled and scoped materially affects whether it can be sponsored. That is a decision, not a formality.
Quota kept in view
A hiring plan that exhausts your quota halfway through is not a plan. Sequencing solves it.
FAQs
Common questions
No. We do not source candidates. We advise on the immigration dimension of hiring internationally — what is sponsorable, how roles should be defined, and how the plan fits your quota position — and we manage the permits that follow.
Yes, and we recommend it. An early assessment of qualifications, documentation, and route eligibility is the single most effective way to avoid a failed hire.
Localisation requirements directly constrain how many foreign nationals an entity can sponsor and in what roles. We establish your current position and build the hiring plan around it rather than into it.