Design the role. Assess the candidate. Then make the offer — in that order.
Sponsorship is an ongoing compliance relationship, not a hiring shortcut. Below is the sequence we actually work through with employers, and what each stage asks of your business.
- 01
Design the role
- SettleU
- We assess the position — duties, remuneration, location — against what the occupation actually requires, before it's advertised or offered.
- You
- The role as it will really operate day to day, not the flattering version.
- 02
Assess the candidate
- SettleU
- We check qualifications, experience, English, and any prior visa history against what the role and the occupation need.
- You
- The candidate's actual background and documentation, early enough to catch a gap before an offer is made.
- 03
Lodge the nomination
- SettleU
- We sequence sponsorship, nomination, and the visa application correctly, and document the obligations the business is taking on.
- You
- Sign-off on the sequence and timing — including whether it fits business need and any expiry pressure on the candidate's side.
- 04
Stay compliant
- SettleU
- We set out, plainly, the record-keeping and notification duties that continue for the life of the sponsorship.
- You
- Tell us when something changes — the worker leaves, the role changes, the business restructures — before it becomes a compliance problem.
What sponsoring through this sequence actually looks like
“We needed to understand our sponsorship obligations before making an offer, not after. The advice was structured, documented and compliance-focused.”
If you're the person being sponsored rather than the business doing the sponsoring, our Employer & Sponsored Worker guidance speaks to your position directly — related to the sequence above, but not identical.
Prefer to talk it through first? Book an employer sponsorship consultation directly, rather than starting with a written case assessment.
Have the role and the candidate assessed before the offer is made.
Whether you're structuring a first sponsorship or reviewing an existing arrangement, start with a written case assessment covering your specific role and candidate.