Skilled people, placed and sponsored by the same practice.
Most recruiters hand you a candidate and leave the visa to someone else. We do both, which means the shortlist is built around what a nomination can actually be approved on.
- Hospitality, trades, care, construction, education and professional roles
- Labour market testing planned to comply the first time
- Migration work handled by a registered migration agent in-house
Recruitment that survives the nomination.
A placement that cannot be sponsored is not a placement. The occupation has to sit on the right list, the salary has to meet both the annual market salary rate and the relevant income threshold, and the advertising has to have been run correctly before the nomination is lodged.
Because we hold the migration file as well as the recruitment brief, those constraints shape the search from the beginning rather than surfacing after an offer has been made. It is slower at the start and considerably faster overall.
We recruit into the occupation groups below, and we decline briefs where the role, the salary or the business circumstances do not support a lawful sponsored hire.
Where we recruit.
The occupation groups the practice works across. Whether a specific role can be sponsored depends on the current occupation lists and the salary offered.
This is an indicative guide only. It is not immigration assistance and does not constitute advice about your individual circumstances.
How a placement runs.
Six stages, from the first conversation about the role through to the worker's pathway to permanent residence.
Role and pathway review
Before we search, we check the occupation against the relevant skilled occupation list, the salary against the current income threshold, and the location against regional criteria. A role that cannot be sponsored is a role we will not recruit for.
Sourcing and screening
Candidates are screened for the qualifications, licensing and documented experience the visa criteria demand — not just the ones the job description asks for.
Compliant advertising
Where labour market testing applies, we plan the advertising so it satisfies the Department's requirements the first time: two valid advertisements, at least four weeks, correct content.
Sponsorship and nomination
The migration work is done in-house by a registered migration agent, so the recruitment brief and the nomination evidence tell the same story.
Arrival and retention
Start dates, visa conditions and family arrangements coordinated so the placement holds — and the sponsorship obligations stay met.
Pathway to permanence
Where the business wants to keep the worker, we map the transition to permanent residence from day one rather than in the final year.
What working with us looks like.
Skills first
How we shortlist
Documented qualifications, licensing and verifiable experience — the evidence a nomination will be assessed on.
No job promises
What we won't do
We cannot guarantee employment or a visa outcome, and we will not suggest otherwise to secure an engagement.
One team
Recruitment plus migration
The same practice handles the placement and the visa, so nothing is lost between a recruiter and an agent.
Sydney based
Where we work
Hurstville, NSW, working with businesses across Australia including regional employers.
Recruitment, answered.
Send us the role you can't fill.
We'll tell you whether it can be sponsored, what the advertising needs to look like, and what kind of candidate the nomination will stand up on.