International founders
Founders establishing or acquiring an Australian operation who need a lawful, commercially credible personal pathway.
Founder, executive & corporate mobility
Business and employer-sponsored visa advice
Immigration planning for founders, senior executives, specialist staff and Australian businesses—aligned with genuine roles, sponsor obligations and the organisation’s commercial timetable.
Options depend on the role, occupation, salary, experience and sponsorStart a client enquiryOverview
Owning a company does not create a visa.
Australia offers temporary and permanent employer-sponsored pathways, but incorporating or acquiring an Australian business does not automatically allow its owner to live or work here. The position must be genuine and the relevant sponsorship, nomination and visa requirements must each be met.
We assess the person and the business together. That includes the proposed role, occupational classification, remuneration, skills and experience, business need, corporate structure, timing and any route to permanence.
Where a standard pathway is not suitable, we can assess whether a regional option, labour agreement, Global Talent Employer Sponsored arrangement, points-tested pathway or short-stay work strategy warrants closer consideration.
Official starting point: Home Affairs — Skills in Demand subclass 482.
Who this service is for
Advice for both sides of the employment relationship.
C-suite & senior leaders
Executives moving into an Australian group entity, regional headquarters or genuinely required leadership role.
Australian sponsors
Businesses recruiting overseas talent and seeking structured advice on sponsorship, nomination and ongoing compliance.
Specialist assignments
Businesses requiring short-term, highly specialised work, training or business-visitor planning.
Scope of assistance
How we help
- Skills in Demand subclass 482 sponsorship, nomination and visa strategy
- Employer Nomination Scheme subclass 186 pathways
- Regional subclass 494 and prospective subclass 191 planning
- Labour agreement and Global Talent Employer Sponsored assessment
- Business Visitor subclass 600 and short-stay subclass 400 planning
- Genuine-position, occupation, salary and labour-market analysis
- Sponsor compliance, changes in circumstances and workforce planning
- Permanent-residence and dependant-family pathway mapping
A disciplined process
From first analysis to final submission.
Business brief
We clarify the commercial need, entity structure, proposed position and timing.
Candidate review
We test occupation, qualifications, experience, English, age and visa history.
Pathway design
We map sponsorship, nomination and visa stages, costs, dependencies and risks.
Lodgement & compliance
We prepare the matter and guide both business and candidate through ongoing obligations.
Common questions
Clear starting points
Frequently asked questions.
- Does buying an Australian business give me a visa?
- No. Business ownership and immigration permission are separate. You need a visa permitting your intended activities. An employer-sponsored pathway must meet the relevant sponsorship, nomination and visa requirements.
- What is the Skills in Demand visa?
- The Skills in Demand visa, subclass 482, lets an employer sponsor a suitably skilled worker for a position it cannot fill with a suitably skilled Australian. Requirements depend on the stream, role, remuneration and applicant.
- Can employer sponsorship lead to permanent residence?
- Potentially. The Employer Nomination Scheme, subclass 186, provides permanent pathways for eligible nominated workers. Holding subclass 482 does not automatically result in permanent residence; the applicable 186 criteria must be met.
- Can I work on a Business Visitor visa?
- Business Visitor permission covers specified activities such as business enquiries, negotiations and conferences. It does not permit ordinary employment or providing services to an Australian business. Short-term specialised work may require a different visa.
Important
The role must be real.
A company cannot manufacture a position merely to produce a migration outcome. Employer-sponsored applications require a genuine role and compliance with current nomination, salary, employment and visa requirements.
Discuss your position
A strong strategy starts before the application.
Share a concise overview of your circumstances. We will identify the right next conversation and explain what information is genuinely needed.
Start a client enquiry