Baaz Corporate × Global Mobility Solutions
You have found the person you want to hire. They are overseas, or on a visa that is about to run out. Between that moment and their first day sit a sponsor approval, a nomination and a visa application, each with its own rules and its own way of going wrong. We look after that stretch for Australian employers, and for the people they are bringing in.
- MARA registered agent · MARN 2619203
- Parramatta, Sydney
- Employers Australia-wide
Built for businesses that hire across borders
From a single hire for a family business to a group moving several people at once, the questions are surprisingly similar. These are the situations this service is built around.
Employers with a skills gap
There is a role you cannot fill locally, whether it is a chef, a nurse, a site engineer or a software lead. We work out whether a sponsored visa is realistic and which one actually fits the role and the pay.
Companies moving people in
Transferring someone from an overseas office or a parent company? We map out the visa, the timeline and what has to be in place before they book a flight.
Employers with staff already here
Your best people are on temporary visas that are running down. We plan the extensions, the changes and, where they qualify, the road to permanent residency.
Overseas businesses entering Australia
Setting up here and need people on the ground? We look at which sponsorship route, if any, fits your structure before you build hiring plans around it.
What we handle for you
You can hand us the whole process or just the part that is giving you trouble. Either way, the same registered agent stands behind the work.
Sponsor approval
If your business is not an approved sponsor yet, this is where we start. We prepare the application and the documents about your business so it does not stall on gaps.
Position nominations
The role has to be genuine, match an eligible occupation and pay at the right level. We check those points first, then prepare the nomination and the evidence behind it, including labour market testing where it applies.
Skills in Demand (482) visas
Temporary visas for sponsored workers, across the Specialist Skills, Core Skills and Essential Skills pathways. We help choose the pathway, prepare the worker’s application and include family where they are eligible.
Read the 482 guidePermanent employer-sponsored visas
The Employer Nomination Scheme (186) and the regional 494 visa are for people you want to keep long term. We map out when each worker becomes eligible so you are not scrambling as a temporary visa runs out.
Read the 186 guideLabour agreements and DAMAs
Where the standard rules do not fit your industry or region, a labour agreement or Designated Area Migration Agreement sometimes can. We advise on whether one is worth pursuing and how to use it.
Short-term assignments
Not every move is a long one. We will tell you whether a business visitor, temporary activity or training visa fits a short assignment, and just as importantly, when it does not.
Compliance health checks
Sponsor duties carry on long after the visa is granted. We look over your records, salary and position details and your notification habits, so problems are found in a review rather than in an audit.
Pathway planning for key staff
A simple plan for each important hire: their visa today, the next one, and the dates that matter. Nobody should find out a visa has lapsed from the payroll team.
How an engagement runs
No two businesses start from the same place, so some steps will not apply to you. This is the usual order.
- 1
A conversation about the role
Tell us who you want to hire, where they are, and when you need them. Thirty minutes is usually enough to see whether a sponsored visa is on the table.
- 2
A straight answer on the route
We set out which visa suits the role, what has to be fixed first, and what could slow things down. If sponsorship is not a good fit, we say so.
- 3
Sponsor approval, if you need it
We prepare and lodge your sponsorship application, with the business documents organised so Home Affairs is not left asking for more.
- 4
The nomination
We nominate the position with the salary, duties and genuineness evidence set out clearly, and handle labour market testing where it applies.
- 5
The visa applications
We prepare each worker’s application, and their family’s, and keep them informed so they are not guessing what is going on.
- 6
After the grant
We note the dates and duties that follow, and plan the next step for your people, whether that is an extension, a change of role or a permanent pathway.
What we will usually ask you for
The exact list depends on the visa. After our first conversation we send a checklist for your situation, not a generic one.
About the business
- ABN or ACN
- Evidence the business is operating, such as financial and tax records
- Details of the role in your organisation
About the role
- A position description
- The salary and conditions you are offering
- Evidence of how you tried to recruit locally, where it applies
About the person
- Their CV and qualifications
- English test results, or evidence of an exemption
- A skills assessment, where the occupation needs one
- Passport details for them and any family members
The part people forget: being a sponsor
Getting the visa granted feels like the finish line. For the employer, it is the start of a set of duties that last as long as the sponsorship does.
Getting these wrong is not a paperwork slip. Consequences range from formal warnings to being barred from sponsoring anyone at all, which is a bad day for a business that relies on overseas staff. We can walk through your current position and tell you where you stand.
- Pay at least the salary you nominated, and keep it in line with the market rate for the role.
- Keep the person working in the role and occupation you nominated.
- Keep the records the rules require, and be able to produce them when asked.
- Tell Home Affairs about certain changes, such as business details, a change to the role or pay, or the employment ending, within the required time.
- Do not pass on costs that the rules say are yours to carry.
- Cooperate with monitoring, which can include questions and site visits.
Visa pathways at a glance
A quick map, not a decision. Which option is right depends on the role, the pay, the person and the rules in force on the day you lodge.
| Pathway | Typically used for |
|---|---|
| Skills in Demand visa (subclass 482) | Temporary visa for sponsored workers, with Specialist Skills, Core Skills and Essential Skills pathways. |
| Employer Nomination Scheme (subclass 186) | Permanent residency through employer nomination, either directly or after working for the employer on a temporary visa. |
| Skilled Employer Sponsored Regional (subclass 494) | Provisional visa for employers in regional Australia, with a path to permanent residency. |
| Labour agreements and DAMAs | Negotiated arrangements for particular industries or regions where the standard program does not fit. |
| Business visitor, temporary activity and training visas | Short assignments, specific events and structured training, each with firm limits on what the visa holder can do. |
Why employers work with us
A registered agent, accountable to MARA
Our principal agent, Jasmine Kaur (MARN 2619203), practises under the MARA Code of Conduct, and her work focuses on employer-sponsored migration.
Honest advice, including “not this way”
If a role does not fit, or the timeline you have been promised is unrealistic, we would rather tell you now than after you have paid for an application.
Fixed-fee quotes up front
You know our fee before work starts. Government charges and third-party costs are shown separately, so there are no surprises on the invoice.
Sydney based, Australia wide
Meet us at our Parramatta office, or work with us by phone and Microsoft Teams from wherever your business is.
One boundary worth stating: we advise on Australian immigration. Tax, payroll, employment contracts and the rules of the country your employee is leaving are for your other advisers, and we are happy to work alongside them.
Questions employers ask us
What does corporate immigration actually cover?+
It is the employer’s side of migration: becoming an approved sponsor, nominating the position, getting your people their visas, and keeping up with the duties that come with sponsoring. It also covers planning, such as what happens when a visa runs out or when a good hire should be moved onto a permanent pathway.
Does my business have to be an approved sponsor before it can hire from overseas?+
For most employer-sponsored visas, yes. Generally the business is approved as a sponsor, then nominates the specific position, and only then does the worker apply for the visa. Some arrangements, such as labour agreements, work differently, which is part of why it pays to check your route before you start recruiting.
How long will it take to get someone here?+
It depends on what is already in place. Sponsor approval, the nomination and the visa application each have their own processing time, and Home Affairs publishes indicative times that move around. We would rather give you a realistic window early than a start date we cannot stand behind, so plan in months rather than weeks and talk to us before you give the candidate a date.
Can the employee’s partner and children come too?+
Usually, yes. Eligible family members can generally be included in the application. Each person still has to meet the health and character requirements, and we will tell you up front what the family side adds to the timeline.
Can we sponsor someone who is already in Australia?+
Often, but it depends on the visa they hold now, how long it has left and what it allows. We look at their current status first, because the wrong move at the wrong time can leave someone without work rights.
What do we have to keep doing once the visa is granted?+
Sponsors carry ongoing duties. These include paying at least what you nominated, keeping the person in the nominated role, keeping records, telling Home Affairs about certain changes within the required time, and not passing on costs the rules say are yours. We can review how your business is doing against those duties before anyone else does.
Can sponsored staff become permanent residents?+
For some of them, yes. Pathways such as the Employer Nomination Scheme (subclass 186) exist for workers who meet the requirements, and a temporary visa can lead into one. Eligibility depends on the visa held, the time worked for the employer and the rules in force at the time, so it is something we plan for early rather than at the last minute.
We are not in Sydney. Can you still work with us?+
Yes. Our office is in Parramatta, and we work with employers around Australia by phone and Microsoft Teams. Documents are shared securely, so you do not need to be in the room.
How are your fees set?+
We give you a fixed-fee quote before any professional work begins, once we understand the scope. Government charges, the Skilling Australians Fund levy where it applies, and other third-party costs are separate from our fees and we will point them out as they come up.
This page is general information and not migration advice. Visa criteria, sponsorship rules, fees and processing times are set by the Department of Home Affairs and change. Book a consultation with our MARA registered migration agent (MARN 2619203) for advice on your business and your hire.
Planning to hire from overseas?
Talk to us before you make the offer. A half-hour conversation now can help you avoid a slow, expensive restart later.
Level 49, 10 Darcy Street, 8 Parramatta Square, Parramatta NSW 2150