Frequently Asked Questions (FAQ)
Global Talent Pathway Candidates
Contents
BUSINESS DESCRIPTION OF GLOBAL TALENT PATHWAY - GLOBAL TALENT PATHWAY: STRATEGIC RECRUITMENT SOLUTION FOR DAMA EMPLOYERS - AFRIKANER SKILLED VISA OVERVIEW - FEES & PRICING - ELIGIBILITY AND REQUIREMENTS - APPLICATION PROCESS WITH GLOBAL TALENT PATHWAY - EMPLOYER EXPECTATIONS - POST-ARRIVAL AND SETTLING IN AUSTRALIA - PERMANENT RESIDENCY PATHWAY
BUSINESS DESCRIPTION OF GLOBAL TALENT PATHWAY
Global Talent Pathway (GTP) is an Australian-based recruitment agency and migration services provider specializing in facilitating employment and visa opportunities for Afrikaans-speaking South Africans, particularly Afrikaners, in regional Australia. GTP addresses labor shortages in rural and regional Australian communities by connecting skilled and semi-skilled workers with legitimate job opportunities. The organization’s core mission is to enable its clients to secure long-term employment and eventual permanent residency in Australia while meeting the workforce needs of Australian employers.
GTP stands out for its dual role as both a recruiter and a migration services provider. Unlike traditional migration agents, GTP is deeply embedded in the local Australian employment ecosystem, working closely with genuine, vetted employers who are committed to regional development. The organization offers a tailored, end-to-end service model that begins with job matching and progresses through visa processing, document preparation, and post-arrival integration. This comprehensive approach ensures that candidates receive full support throughout their journey, from securing employment in Australia to settling into their new communities.
Core Services and Business Model
GTP operates through a digital Candidate Portal, where prospective migrants submit detailed professional profiles. These profiles are matched with real-time employer needs in regional Australia. Once shortlisted, candidates undergo remote interviews with verified Australian employers. Upon securing a job offer, GTP assists with every aspect of the migration process, including visa nomination, document collection, skills assessments, police clearances, and medical examinations. Post-arrival services are also provided, including resettlement guidance and practical support such as housing and schooling assistance, ensuring a smooth transition to life in Australia.
At the heart of GTP’s business model is the "No Job, No Visa, No Cost" policy. This unique, success-based approach ensures that candidates pay no fees until a job offer has been secured and the visa is granted, significantly reducing the financial risk for migrant families. A flat success fee of AUD $15,000, is charged only after the visa is approved, covering the entire process for the principal applicant and their immediate family. This model builds trust and guarantees results, distinguishing GTP from traditional migration services that often require upfront fees.
Visa Pathways Utilized
GTP leverages regional visa pathways to provide migrants with a structured route to long-term employment and permanent residency in Australia. The primary visa options used are the Temporary Skill Shortage (TSS) visa (subclass 482) and the Skilled Employer Sponsored Regional (Provisional) visa (subclass 494), both of which offer a pathway to the Employer Nomination Scheme (ENS) visa (subclass 186) after a set period. These visas include relaxed English language requirements, broader occupation lists (including semi-skilled roles like childcare and bartending), and more flexible age thresholds—features not commonly available under standard visa pathways. GTP’s Afrikaner Skilled Visa pathway, developed in conjunction with Designated Area Migration Agreements (DAMAs), maximizes these regional concessions and makes the migration process more accessible.
Target Demographics
GTP primarily serves working-age Afrikaners and their families, including skilled tradespeople, agricultural workers, hospitality staff, healthcare professionals, and others whose roles qualify for regional visa concessions. GTP’s culturally tailored approach focuses on Afrikaans-speaking South Africans, addressing their unique needs and preferences. By leveraging the community’s skills and cultural adaptability, GTP matches its clients with regional employers looking for workers who can integrate seamlessly into Australian life.
Distinguishing Value Propositions
GTP’s success-based model is its most significant differentiator. Clients incur no fees until they secure a job and visa, making the entire process risk-free. Additionally, GTP’s deep integration into the Australian employment market ensures that all placements are with genuine employers, reducing the risk of fraudulent offers. The organization’s role as both a recruiter and migration partner provides clients with more than just a visa; it offers a structured pathway to long-term employment and a stable future in Australia.
Operational Approach and Support
Beyond job matching and visa processing, GTP’s approach is highly personalized, providing practical support to ensure successful integration into regional Australia. This includes assistance with interview preparation, English language resources, and local community integration. GTP also partners with trusted resettlement organizations to provide ongoing support after candidates arrive in Australia, helping them navigate housing, schooling, and other settlement activities.
GTP’s culturally sensitive communication ensures that every interaction resonates with the Afrikaner community, fostering trust and confidence in the migration process. This, combined with the organization’s focus on regional development, makes it a trusted and reliable partner for both South African migrants and Australian employers alike.
Conclusion
Global Talent Pathway is a niche, high-trust migration and employment service dedicated to helping Afrikaans-speaking South Africans—especially Afrikaners—secure stable employment and a prosperous future in regional Australia. With its risk-free pricing model, end-to-end service, and culturally tailored approach, GTP offers a unique, results-driven pathway to permanent residency. By leveraging DAMAs, regional visa concessions, and genuine employer partnerships, GTP is committed to creating lasting opportunities for its clients and meeting the workforce needs of regional Australian communities.
GLOBAL TALENT PATHWAY: STRATEGIC RECRUITMENT SOLUTION FOR DAMA EMPLOYERS
Value Proposition Framing
Global Talent Pathway (GTP) offers a transformative solution for DAMA-registered employers seeking to address labour shortages in regional Australia. By leveraging our specialized expertise in recruiting Afrikaans-speaking South African workers, GTP delivers pre-screened, visa-ready candidates who are skilled, motivated, and culturally aligned with the needs of regional communities. Our end-to-end service model ensures employers access a talent pool tailored to Designated Area Migration Agreements (DAMAs), covering a broad range of occupations, including Skill Level 4 roles like childcare workers and hospitality staff, which are often inaccessible through standard visa pathways.
Key benefits include:
Pre-Screened Talent: GTP’s rigorous vetting process ensures candidates possess the qualifications, experience, and English proficiency required for your roles, saving you time and reducing hiring risks.
Visa-Ready Support: As licensed migration agents, we handle all visa nomination and application processes, ensuring compliance with DAMA requirements and seamless transitions from job offer to employment.
Cultural Fit: Our focus on Afrikaans-speaking South Africans, primarily Afrikaners, delivers workers with a strong work ethic and adaptability to regional Australian life, fostering long-term retention.
Low-Risk Model: Our “No Job, No Visa, No Cost” policy for candidates translates to zero upfront costs for employers, with GTP absorbing the risk of candidate sourcing and vetting until a successful placement is made.
By partnering with GTP, employers gain access to a reliable, cost-effective recruitment pipeline that aligns with regional labour needs and supports community growth.
Pain Point Addressing
DAMA employers often face significant challenges in sourcing reliable international staff for regional roles. These include:
Limited Candidate Pool: Finding skilled or semi-skilled workers for niche roles in regional areas is difficult due to local labour shortages and restrictive visa occupation lists.
Complex Visa Processes: Navigating DAMA visa requirements, including sponsorship obligations and compliance, can be time-consuming and resource intensive.
High Recruitment Costs: Traditional recruitment methods often involve high costs with no guarantee of success, particularly for international hires requiring visa processing.
Retention Concerns: Employers worry about cultural misalignment or candidates leaving prematurely, disrupting operations and increasing turnover costs.
GTP directly addresses these pain points:
Expanded Talent Access: Our Candidate Portal connects you to a diverse pool of Afrikaans-speaking South African workers, covering skilled trades, agriculture, hospitality, and more, with access to DAMA-specific concessions like broader occupation lists and relaxed English requirements.
Streamlined Visa Compliance: GTP’s dual expertise as a recruiter and migration agent ensures all visa paperwork, from nominations to health and character checks, is handled efficiently, reducing your administrative burden.
Cost Efficiency: Employers incur no direct recruitment fees; GTP’s success-based model means you only engage with candidates who are job-ready and visa-approved.
Retention Support: Our culturally tailored recruitment and post-arrival integration services, including partnerships with local resettlement organizations, enhance candidate satisfaction and commitment to your region and business.
Trust and Compliance Assurance
GTP operates as both a licensed recruitment agency and a registered migration agent, ensuring ethical, transparent, and compliant placements. Our deep integration with the Australian employment ecosystem guarantees that all employer partners are vetted for legitimacy and commitment to regional development. We adhere strictly to Australian immigration and workplace laws, ensuring compliance with DAMA requirements, labour market testing, and sponsorship obligations.
Our commitment to trust includes:
Vetted Employers: We partner only with DAMA-registered businesses that meet government standards, ensuring your reputation and operations align with ethical hiring practices.
Candidate Integrity: Every candidate undergoes thorough screening for skills, qualifications, and character, with police clearances and medical checks coordinated to meet visa standards.
Transparent Processes: We provide clear, documented agreements on job roles, salaries, and visa conditions, ensuring no surprises for employers or candidates.
Ongoing Oversight: GTP monitors candidate performance and employer compliance post-placement, mitigating risks and fostering successful, long-term employment relationships.
With GTP, you can trust that your recruitment aligns with Australian legal frameworks and supports your business’s reputation for fairness and integrity.
Workflow and Time Savings
GTP’s digital Candidate Portal and end-to-end services streamline the entire recruitment and migration process, saving employers significant time and resources. The workflow is designed for efficiency:
Candidate Discovery: Employers access our secure Candidate Portal to browse pre-screened profiles of Afrikaans-speaking South African workers. Filters allow you to target candidates by occupation, experience, and English proficiency, ensuring a precise match for your needs.
Interview Coordination: GTP arranges remote video interviews, managing time zone differences and providing candidates with preparation support to ensure productive, high-quality interactions. Employers receive feedback and can request additional rounds or practical assessments as needed.
Visa Paperwork: Once a candidate is selected, GTP handles all visa-related tasks, including employer nomination forms, candidate document collection (e.g., qualifications, police clearances), and lodging the TSS 482 or subclass 494 visa application with the Department of Home Affairs. We also coordinate mandatory medical exams and biometrics.
Onboarding Support: Post-visa approval, GTP facilitates candidate relocation, coordinating travel, initial accommodation, and community integration through partnerships with local resettlement organizations. Employers receive a fully onboarded worker ready to start, often within days of arrival.
This streamlined process reduces recruitment timelines from months to weeks, allowing employers to fill critical roles quickly while we manage the complexities of international hiring.
Case Example: Successful Placement in Regional Australia
Consider a hypothetical scenario involving a medium-sized agribusiness in the Northern Territory, “NT AgriCo,” struggling to fill a shortage of farm supervisors due to local labour constraints. NT AgriCo, a DAMA-registered employer, partners with GTP to source a skilled candidate.
Step 1: Candidate Matching – NT AgriCo accesses GTP’s Candidate Portal and identifies Johan, a 38-year-old South African with 10 years of farm management experience and functional English skills, eligible under DAMA concessions for a Skill Level 4 role.
Step 2: Interview and Offer – GTP coordinates a video interview where Johan demonstrates his expertise in crop management and team leadership. Impressed, NT AgriCo offers him a contract with a salary of AUD $70,000 per year, which GTP reviews to ensure compliance.
Step 3: Visa Processing – GTP prepares and lodges Johan’s TSS 482 visa application, coordinating his medical exam and police clearance. The visa is approved in four months, with GTP managing all communication with the Department of Home Affairs.
Step 4: Relocation and Onboarding – GTP arranges Johan’s travel to Darwin and secures temporary accommodation through a local resettlement partner. NT AgriCo provides a week-long orientation, and Johan starts work, quickly integrating into the team. GTP follows up at one and three months to ensure satisfaction on both sides.
Outcome – Johan proves to be a reliable supervisor, boosting NT AgriCo’s productivity. After three years, GTP assists with his permanent residency application via the ENS 186 visa, securing his long-term commitment to the region.
This case illustrates how GTP’s seamless process delivers a high-quality candidate with minimal effort from the employer, ensuring operational success and community contribution.
AFRIKANER SKILLED VISA OVERVIEW
What is the Afrikaner Skilled Visa and how does it work?
What occupations are eligible under the Afrikaner Skilled Visa?
How is the Afrikaner Skilled Visa pathway different from standard skilled visas?
What visa will I get under an Afrikaner Skilled Visa sponsorship?
Are these real jobs with real Australian companies?
Is my job guaranteed once I’m selected by an employer?
How much will I earn in Australia?
Are there any fees I need to pay, and when do I have to pay them?
What is the Afrikaner Skilled Visa and how does it work?
The Afrikaner Skilled Visa allows Australian employers to sponsor skilled or semi-skilled overseas workers for jobs they can’t find local workers to fill. In practical terms, if a regional area (like a certain city or shire) has a labour shortage, the government gives it an approval which lets local businesses hire Skilled Afrikaner talent more flexibly. Under this visa, an employer first gets approval to be a sponsor, then offers you a job and nominates you for a work visa. It’s a pathway that uses existing work visas with special concessions. The goal is to address skill gaps in regional communities by bringing in people like you to work and live in those areas.
What occupations are eligible under the Afrikaner Skilled Visa?
One big advantage of the Afrikaner Skilled Visa program is that it covers a very broad range of occupations, much broader than standard skilled visa lists. Each Australian region has its own list of occupations based on the local labour shortages, and these include many skilled and semi-skilled roles. For example, in different regions you might find occupations ranging from accountants, engineers and healthcare professionals to mechanics, chefs, truck drivers, aged care workers, and even hospitality or farm workers and even bartenders. Some Australian regions allow certain Skill Level 4 jobs (which are lower skill level than general visas usually allow) to be sponsored. For instance, the Northern Territory has included occupations like Child Care Worker that wouldn’t normally be eligible on a standard skilled visa. Global Talent Pathway works with all occupations that are available. So, if your profession is listed, we can pursue a placement for you. If you’re not sure whether your occupation is covered, don’t worry, when you provide your details, we will check against all the various occupation lists to see where you might qualify.
How is the Afrikaner Skilled Visa pathway different from standard skilled visas?
The Afrikaner Skilled Visa is different because it’s more flexible and tailored to regional needs. Under standard employer-sponsored visas, you’re limited to certain high-skill occupations and strict requirements. The Afrikaner Skilled Visa, on the other hand, can offer concessions on those requirements. For example, there are concessions on English language or salary levels and expanded occupation lists. This means you might be able to qualify for a job that you wouldn’t under the normal visa program (maybe because your occupation is not on the regular list, or your English score is a bit lower than normally required, etc.). It’s considered a smart choice if you fit one of these regional shortage occupations, because it can be easier to meet the criteria. The key trade-off is that you must live and work in the designated regional area that sponsors you (you can’t relocate to go work in Sydney or Melbourne, for instance). In summary, compared to standard visas, it gives more leeway on who can be sponsored and under what conditions, but it’s region-specific and employer driven.
What visa will I get under an Afrikaner Skilled Visa sponsorship?
The Afrikaner Skilled Visa allows the use of certain visas. In most cases you will be applying for a Temporary Skill Shortage (TSS) visa, subclass 482. This is a work visa that typically lasts up to four years (and can be renewed) and leads to an Australian Permanent Residency pathway. Some regions might also use the Skilled Employer Sponsored Regional (Provisional) visa, subclass 494, which is a 5-year regional work visa. But the 482 is the most common pathway. These visas let you live and work in Australia for your sponsoring employer in the designated area. The great part is that you have a built-in opportunity to later apply for permanent residency often through the Employer Nomination Scheme (ENS) visa, subclass 186, after you’ve worked a certain period on your temporary visa. So, initially you’ll be on a temporary work visa, if all goes well, you can transition to a Permanent Residency visa with your employer’s support.
Are these real jobs with real Australian companies?
Yes, definitely. All job opportunities through our program are with genuine, vetted Australian employers. These are real companies (often farms, agribusinesses, or regional enterprises) that truly need workers and have approval from the Australian government to hire international employees. We work only with trusted employer partners whom we have screened. They have gone through the official processes to sponsor overseas workers, which means when they offer you a job, it’s legitimate. You will even be able to research the employer and speak with them during the interview process. Many of our partner employers have already hired South Africans before, so they are familiar with helping newcomers settle in. You can feel confident that you’re not walking into anything sketchy, these positions, from farm worker roles to trucking or trade jobs, are in real demand in regional Australia. We understand it’s a big leap of faith, but we’ve built our reputation on connecting candidates to authentic opportunities that exist because Australian industries truly need your skills.
Is my job guaranteed once I’m selected by an employer?
Yes. Once you have been selected and the employer has decided to hire you, you will receive a formal job offer (employment contract) that clearly states the position, salary, and all terms of employment. This job offer is secured before we lodge your visa application. In fact, the visa itself is tied to that specific job position. As long as you meet all the visa requirements and follow through with the process, your employment is essentially guaranteed under the conditions of that offer. It’s important to note that creating a profile alone doesn’t guarantee a job, you must be chosen by an employer, but once you are chosen and you accept the offer, that job is waiting for you in Australia. The visa will be processed with that employer as your sponsor. Of course, you’ll be expected to fulfill your commitment by showing up and working as agreed, just like any job. But you can have peace of mind that you’re not heading over on a wing and a prayer; you’ll have a contract in hand and a real job to step into. This level of certainty is what makes our program different from just moving and hoping to find work.
How much will I earn in Australia?
Salaries will depend on the specific job and location, but generally most roles placed through this program pay between AUD $65,000 and $80,000 per year (before overtime). In South African terms, that’s roughly around R750,000 to R930,000 per year. That range is a solid income in Australia, especially in rural areas where the cost of living is lower than in the big cities. The minimum salary for our placements is typically set by Australian visa regulations to ensure you earn a fair wage (for example, many agricultural roles start at about AUD $68,000 per year, which is about R800,000. Many workers have opportunities to earn more through overtime or if both spouses are working. For instance, if both you and your partner secure jobs, your household income could effectively double, some couples earn over R1.8 million per year combined. It’s also worth noting that Australian jobs often come with additional benefits: some employers provide subsidized housing or other allowances, and you’ll accrue superannuation (pension contributions) while you work. Overall, you can expect a comfortable income that should allow you to support your family and enjoy a good quality of life in Australia.
Are there any fees I need to pay, and when do I have to pay them?
Creating your initial work profile and applying through Global Talent Pathway is completely free, it costs you nothing to get started. You will only incur fees once you have been successfully matched with a job and decide to proceed with the visa application. In other words, no upfront fees are charged to you during the job search and interview stage. Our service fee (and any associated visa processing fees) become applicable after you have a confirmed job offer and are granted an Australian Visa. We operate on a “no job, no visa, no fee” principle, meaning Global Talent Pathway will only charge a service fee only once your Australian visa is granted and you’re set to make the move. This model ensures that you’re paying for a successful outcome, not a possibility. We’ll clearly explain the fee structure to you in writing when you reach that stage (there are standard visa application fees charged by the Australian government and our agency service fee, but again, these are only due upon success). We know finances are a big concern when emigrating, so we want to make it as risk-free as possible for you. Rest assured, there are no hidden costs, everything will be transparent and you won’t be asked to pay anything until you have that visa in hand.
FEES & PRICING
What does your “No Job, No Visa, No Cost” policy mean?
Are there any upfront or hidden costs during the process?
What other costs should I budget for (besides GPT’s service fee)?
How much is your service fee, and when do I actually pay it?
Does the “success fee” cover my family as well, or is it charged per person?
Why do you charge the fee only after the visa is granted?
So to confirm – if I don’t get a job or visa, I really don’t pay anything
What does your “No Job, No Visa, No Cost” policy mean?
To put it simply, this is our Pay on Success Promise.
Our success-based guarantee means that you don’t pay us anything until you have secured a job and your Australian visa is granted. In plain English: if you don’t get a job offer and a visa approval, you pay nothing to us. We handle your job search, interviews, and visa application without charging upfront fees.
There’s no catch or hidden fine print; we’re confident in our process and want to remove financial risk for you. Even if you go through interviews, get a job offer, or we lodge your visa, you still don’t owe us a cent until the visa is actually approved. It’s our way of showing commitment: we only succeed when you succeed. (And yes, “No Job, No Visa, No Cost” means exactly what it says!)
Are there any upfront or hidden costs during the process?
No, there are no upfront or surprise fees payable to us.
Using our Candidate Portal is completely free. You won’t be charged for applying to jobs through us, for interview coaching, or for speaking with potential Australian employers as all of that is part of our service. Even when you land a job offer and sign an employment contract, we still do not charge you at that stage. We also don’t charge anything when preparing and submitting your visa application on your behalf. The only time you pay our fee is after your visa is granted. Our policy is essentially “no success, no payment,” so you can focus on securing the job and visa without worrying about paying us along the way.
What other costs should I budget for (besides GPT’s service fee)?
In addition to our success fee, you will need to cover certain mandatory out-of-pocket expenses required for your Australian TSS visa (subclass 482). These costs are paid to the Australian government or other service providers (not to us). Here’s a breakdown of the key expenses, with amounts in both Australian Dollars (AUD) and South African Rand (ZAR): (All amounts are current as of July 2025.)
Australian Government Visa Application Charge (VAC): This is the fee paid to the Department of Home Affairs when you lodge the 482 visa application. The VAC for a primary applicant is AUD $3,115 (approximately ZAR 36,100). If you have dependents on your application, each additional adult (18 or older) is another AUD $3,115 (~ZAR 36,100), and each child under 18 is AUD $780 (~ZAR 9,000). (These are the official visa fees set by the Australian government for the 482 visa.) Please note that the government updates these fees periodically – the figures above are the latest as of July 2025.
Medical Examination: Australian visas usually require a health exam. In South Africa, you’ll pay the clinic or panel physician directly for these medical checks. The cost varies by age and tests needed. For example: children under 2 years old pay about R1,950, older children and teens pay around R2,400–R2,800, and adults (15 years and up) pay roughly R3,209 for the full medical exam (which includes the doctor’s exam, chest X-ray, blood tests, etc.). In AUD terms, R3,209 is about AUD $277 (at a rate of 11.6 ZAR per AUD). These prices can fluctuate a bit depending on the clinic and any extra tests, but generally expect roughly R2,000–R3,200 per person for the medical. You’ll pay these fees directly to the medical provider at the time of your exam.
Biometric Collection: South African applicants must provide biometrics (fingerprints and a photo) at an Australian Biometric Collection Centre (managed by VFS Global). The fee for biometrics is ZAR 591.50 per person (approximately AUD $51 as of July 2025). This is a standard service fee charged by VFS for capturing your biometrics. You’ll pay this in Rand when you go for your biometric appointment.
Skills Assessment (if applicable): Depending on your occupation, you might need a formal skills assessment by an authorized Australian body. The fees for skills assessments are set by the assessing authorities and vary widely (they can range from a few hundred to over a thousand Australian dollars, depending on the profession and assessing body). For example, trades assessments or professional accreditation have their own fees. If your job requires a skills assessment, we will let you know the process, and you’ll pay the assessment fee directly to the assessing organization. (We can guide you on how to do this, but we don’t collect this fee ourselves.) Be sure to factor this in if it applies to your field.
IELTS English Skills Assessment (if applicable): Depending on your occupation, you might need a formal English Language Exam. The IELTS test fee for standard Academic or General Training exams in South Africa is ZAR 6,120, which is approximately AUD $520 at mid-2025 exchange rates. This fee typically includes access to official preparation materials and practice tests provided by the test centre (Fees are subject to change, so it’s wise to verify the latest cost when you register.)
How much is your service fee, and when do I actually pay it?
Our professional service fee is AUD $15,000 (about ZAR 176,000 at the July 2025 exchange rate) for the full recruitment and visa assistance process. Importantly, you only pay this after your visa is granted – that’s our success fee. We do not ask for any portion of this fee until you have your visa in hand. Once your 482 visa is approved, we’ll send you an invoice. You have two payment options at that point:
Pay in Full (within 14 days): If you pay the full amount within two weeks of your visa grant, the fee is AUD $15,000 (about ZAR 176,000). This one-time payment settles everything.
Payment Plan: If it’s easier for you, we offer a flexible payment plan. Under this plan, you would pay AUD $6,000 upfront (~ZAR 70,400), and then pay a further AUD $1,000 (~ZAR 11,700) each month over the next 18 months. The total paid under the instalment plan would be AUD $24,000. We do charge and extra fee for choosing the payment plan.
Does the “success fee” cover my family as well, or is it charged per person?
Great news, our success fee is per visa application (case), not per person. That means whether you’re applying alone or including your spouse and children on your 482 visa, our professional fee remains at the same flat fee. We do not charge an additional amount for each family member. We understand moving abroad is a family decision, so we won’t pile on extra fees just because you bring your partner or kids. However, keep in mind the Australian government’s visa charges are per person as described above (each family member will have their own VAC cost). But as far as our fee goes, it’s one fee covering the whole family’s visa application on our end. (In other words, no extra “service” charges for additional dependents – it’s all included in the one success fee.)
Why do you charge the fee only after the visa is granted?
We do this to give you peace of mind and confidence in our service. By charging only upon success, we share the risk with you. It’s our way of saying we’re fully invested in your outcome. We know that relocating to Australia is a huge step, and the last thing you need is financial stress over service fees if things don’t work out. Our “pay when you get the visa” approach means that if for some reason your job placement or visa doesn’t come through, you haven’t lost money on our fees. It keeps us accountable to do our very best to get you that job and visa. We’re proud to offer this kind of guarantee. It’s not very common in the industry, but we believe it’s the fair and transparent way to help our South African clients. Essentially, we only get paid when you get what you came for: the visa to start your new job in Australia.
So to confirm – if I don’t get a job or visa, I really don’t pay anything
That’s 100% correct. If you unfortunately don’t secure a job offer, or your visa application is not approved, you owe us nothing in service fees. Our policy “No Job, No Visa, No Cost” means exactly that. You won’t be stuck with a bill from us if things don’t work out. We absorb the cost of all the work we’ve done on your behalf if the outcome isn’t successful. This approach removes the financial risk for you. It’s essentially a guarantee of no fee unless you’re successful. We stand by our commitment, and we want you to succeed, but if for some reason the process doesn’t end in a job and visa, we won’t charge you. (The only money you would have spent are those third-party costs like government fees or medical exams, which unfortunately can’t be refunded by those providers even if a visa is refused.) But as far as our company’s fees: no success = no payment. You can engage in the whole process knowing we’re in this together, and we only get rewarded when you achieve your goal.
Will I need to pay in AUD or can I pay in ZAR?
Our invoices for the success fee are issued in Australian Dollars (AUD), since we’re an Australian-based service. However, you can pay from South Africa easily. Most clients do an international bank transfer or card payment. Your bank will convert your Rand (ZAR) to AUD at the prevailing exchange rate. We provide the AUD amount on the invoice; the Rand amount will depend on the exchange rate your bank offers on the day of payment. (The Rand figures we’ve quoted in this FAQ are approximate, for your reference, using an exchange rate of about 1 AUD = 11.6 ZAR as of July 2025.)
Tip: It’s wise to check with your bank on the rate and any international transfer fees. We’ll confirm all the payment details with you when the time comes. Rest assured, whether you pay in AUD or the equivalent in ZAR via your bank, the process is straightforward and we’ll guide you through it. The key thing to remember is you don’t need to pay anything until the visa is approved, and at that point, we’ll work with you to make the payment process as smooth as possible.
Currency Note: All currency conversions to ZAR are approximate, based on the exchange rate as of July 2025 (roughly 1 AUD ≈ 11.5–11.6 ZAR). These conversions are provided for clarity and may fluctuate over time.
ELIGIBILITY AND REQUIREMENTS
Who is eligible to apply under the Afrikaner Skilled Visa?
Do I need a job offer before I can apply, or can I apply for the visa on my own?
What qualifications or experience do I need?
What are the English language requirements?
Is there an age limit for the Afrikaner Skilled Visa?
Can I include my family (spouse and children) on the visa?
Do I need a skills assessment or licensing for my occupation?
Are there any other requirements like medical or police checks?
Who is eligible to apply under the Afrikaner Skilled Visa?
To be eligible for the Afrikaner Skilled Visa, the most important requirement is having a job offer from an approved employer. You cannot just apply for this visa on your own, there must be an employer who wants to hire you. At Global Talent Pathway, we will ensure that you have the best chance of success of being hired by an eligible employer. Given that, there are a few key eligibility factors for you as a candidate:
Occupation & Skills: You should have skills or qualifications that match an eligible occupation. If your occupation isn’t on the list, that region can’t sponsor you in that role. You must meet the baseline skill level for that occupation (through education and/or work experience). There is also a set criterion for the roles. For example, if the role is an electrician, you’d need whatever qualifications and experience a qualified electrician is expected to have. Your skills will be assessed to ensure they meet the requirements for the job and visa.
Job Offer: Global Talent pathway will also need to organise a formal job offer (or contract) from our government approved employers. This is a pre-condition, without an employer, you can’t get the visa.
English Language: You must meet a minimum English language level (the level can be lower under this visa pathway than general skilled visas). Typically, a functional level of English is needed. Some employers might ask for a test score (like IELTS) at a certain band. There are concessions, so the requirement could be more relaxed, but you will need to demonstrate some English ability for the visa.
Age: There’s generally more flexibility with age. While many standard visas cap eligibility at age 45, the Afrikaner Skilled Visa may allow older applicants (often up to 55 years of age) especially when transitioning to permanent residency. So age isn’t a strict cutoff as it is in other programs.
Health and Character: Like all Australian visas, you must pass health and police checks. This means a medical examination and clearance certificates to show you have no serious health issues or criminal record.
In short, Global Talent Pathway will help vet your profile against these criteria before moving forward. We will ensure that you have an employer willing to sponsor you in an occupation and you’re a fit for the job, you are likely eligible. We want to ensure that you meet the conditions so that your application has the best chance of success.
Do I need a job offer before I can apply, or can I apply for the visa on my own?
You must have a job offer and an employer sponsor first. There’s no way to independently apply without an employer. The process is employer-driven, a business in Australia has to sponsor you. So, you can’t, for example, simply lodge an application and then go job hunting. The sequence is: (1) the employer finds you through Global Talent Pathway, then (2) that employer nominates you for the visa. Only after that can you apply for the visa with that nomination. In other words, employer sponsorship is mandatory; individuals cannot directly apply without one. The good news is Global Talent Pathway’s entire purpose is to help you get that job offer. We bridge the gap so you can get an employer and then the visa. But until an employer is on board, you can’t move forward to the visa stage.
What qualifications or experience do I need?
You’ll need to show that you are qualified for the position you’re being sponsored for. This typically means one of two things (or both): formal qualifications and/or sufficient work experience in that occupation. Each occupation will have a guideline, for example, it might require a Diploma in that field OR 3 years of relevant experience, something along those lines. If you have a university degree or a trade certificate relevant to the job, that usually suffices alongside some experience. If you don’t have formal qualifications, substantial work experience can often compensate. Part of our process will be collecting your documents (like diplomas, transcripts, reference letters from past jobs) to prove to the Australian authorities that you meet the skill level for the role.
In some cases, a skills assessment or skill verification may be required. This isn’t for every occupation, but certain occupations (especially trades or technical roles) might need you to get a skills assessment from an assessing body or pass a practical test. We will inform you if your occupation falls into that category and help you navigate it. Additionally, if your occupation is something licensed in Australia (like a nurse, electrician, etc.), you may eventually need to obtain Australian registration or licensing. Initially, the focus is on proving you have the overseas credentials/experience. As a rule of thumb: ensure your CV is detailed and have any certificates or reference letters ready. These will be used to establish your qualifications and experience during the application process.
What are the English language requirements?
English language proficiency is required, but there is often a bit more leniency compared to standard visas. Generally, for a work visa like the TSS 482, the baseline requirement might be an IELTS score of 5.0 (overall) or equivalent, which is considered “Vocational English,” depending on the occupation. However, many occupations allow for lower English thresholds for certain jobs. For example, some might accept IELTS 4.5 or an overall average score even if one band is lower, etc., as a concession. The exact requirement will depend on the role, we will let you know what English level you need to attain for your specific case.
From a practical standpoint, you should be able to communicate in English well enough to perform your job safely and effectively. Employers will expect you to understand instructions and communicate with colleagues. If you haven’t taken an English test yet, don’t worry. You do not need an IELTS (or other test) score just to register with us or to be considered by employers. Often, the English test is something you handle after you get a job offer, during the visa application stage, and we’ll guide you through it at that time. If your English isn’t strong right now, it’s a good idea to start improving it while we search for jobs, not only for the test, but also for your interviews and future work. We even provide resources to help candidates improve their English. In summary, there is an English requirement, but thanks to the concessions it might be more achievable, and we’ll assist you in meeting it when the time comes.
Is there an age limit for the Afrikaner Skilled Visa?
There isn’t a hard-and-fast single age limit like some other visa programs have, because this visa does have many age concessions. For a standard employer-sponsored Permanent Residency visa, the cutoff is usually 45 years old. Under this visa, there are concessions to allow the permanent residency stage to be granted to older candidates (sometimes up to 50 or even 55). What this means for you: if you’re under 45, you’re definitely within the normal range. If you’re between 45 and 55, you still may be eligible. If you’re above 55, it might be more challenging, but it could be possible in very select cases or with strong justifications, though realistically, most employers aim for under 55. There is no age limit to get the temporary 482 visa itself as a sponsored worker. The age comes into play later for Permanent Residency. So, don’t be discouraged if you think you’re “too old” for Australian visas, this might be an avenue for you whereas other visas would not be. We will assess your age situation in context and advise accordingly.
Can I include my family (spouse and children) on the visa?
Yes! Australian skilled visas are family friendly. If you get a job offer and visa, you can bring your immediate family with you. This includes your spouse or de facto partner and any dependent children (typically under 18, or under 23 if financially dependent full-time students, etc.). They will be included on your visa application as secondary applicants. Your spouse will usually get full work rights in Australia as well (for example, on a 482 visa, dependents can work or study with no separate visa required). Your children can attend school in Australia.
The only limitation is you cannot include extended family like parents or siblings on your work visa, it’s just your partner and kids. They would have to come on their own visas if at all. We understand the importance of family unity, so we will absolutely factor your family into the planning. When the visa is granted, it will list your family members, and they’ll have the same visa conditions as you. We’ll guide you on what documents are needed for your family (like marriage certificates, birth certificates for kids, etc.) during the visa application process. Rest assured, you won’t have to leave your loved ones behind, the visa is meant to allow you and your immediate family to make a new life in Australia together.
Do I need a skills assessment or licensing for my occupation?
It depends on the occupation and the employer’s requirements. Many occupations do not require a third-party skills assessment for the visa, instead, your qualifications and work experience (and sometimes an employer reference) are enough to demonstrate your skill. However, some roles might need additional verification. For instance, certain trades (like electricians, plumbers) often require a skills assessment for visa purposes if the worker is from certain countries, and they will definitely require an Australian license to actually work once in Australia. Also, some employers explicitly state that a skills verification or assessment is needed for particular occupations to ensure you meet the standard. If you’re an engineer or nurse, you might not need an assessment for the visa, but you’ll need registration with the Australian professional body to practice in Australia.
Global Talent Pathway will identify if your occupation needs any such assessment or licensing. We’ll let you know early on, because it can take time to get those. For example, if you’re a chef coming to Northern Territory, no formal skills test is required, whereas if you’re a motor mechanic from overseas, you might have to do a skills assessment with a body like VETASSESS for the 482 visa, it varies. Generally, assume that proof of your qualifications (diplomas, certificates) and work reference letters will be required. If an additional skills assessment is needed, we will assist you in arranging that. And if your occupation requires an Australian license (like a nursing registration or a trade license), typically you can start the process after arriving, but it’s good to be aware ahead of time. We’re here to help navigate these professional requirements so you can legally and confidently work in your field in Australia.
Are there any other requirements like medical or police checks?
Yes. All applicants for work visas in Australia must satisfy health and character requirements:
Health: You and any family members on your application will need to undergo a medical examination by an approved panel doctor. This usually includes a chest x-ray and basic check-up, sometimes blood tests, to screen for things like tuberculosis or other conditions of concern. The goal is to ensure you don’t have a serious communicable disease or a health condition that would be a large cost to the Australian health system. Most people pass the medical without issues. If you have a pre-existing condition, disclose it and we’ll see what needs to be done.
Character: You’ll need police clearance certificates from every country you’ve lived in for a significant period (usually 12 months or more in the last 10 years, since turning 16). This is to show you do not have a serious criminal record. Minor offenses typically aren’t a problem, but anything major could be. It’s important to come clean about any convictions because visa authorities do thorough checks.
These requirements are standard for the visa. Our staff at Global Talent Pathway will guide you on when and how to do your medicals (usually after we lodge the visa application, you’ll get instructions to attend a medical exam). We’ll also guide you in obtaining police certificates. Keep in mind that if your family is coming, adult dependents also need these checks. It’s mostly paperwork and appointments, nothing to worry too much about, just part of the process to ensure the safety and health of the community.
APPLICATION PROCESS WITH GLOBAL TALENT PATHWAY
How do I start the process with Global Talent Pathway?
What is the process of getting a job and visa via Global Talent Pathway?
How long does the whole process take, from applying to landing in Australia?
Will Global Talent Pathway help me with the visa application and paperwork?
Does signing up with Global Talent Pathway guarantee I will get a job or visa?
How can I improve my chances of being selected by an employer?
How do I start the process with Global Talent Pathway?
The first step is to create your profile in our system. Global Talent Pathway has a portal called the Candidate Portal where you, as a job seeker, register your details. You’ll go to our website and fill out a profile form (we’ll collect info like your name, contact, education, work history, skills, etc.). Think of it like building a comprehensive CV online. We encourage you to provide as much detail as possible, list all your relevant jobs, responsibilities, education, certifications, language skills, etc. The more detailed your profile, the better we can match you to an employer.
Once your profile is submitted, our team will review it. After your profile is active in our database, you’re in our talent pool. From there, we will start considering you for any current opportunities with Australian employers. We might reach out to you for any clarifications or to discuss your preferences. But essentially, signing up on the portal is your launch point. It’s free and straightforward, and once done, we’ll handle the next steps of trying to find you a match in Australia.
What is the process of getting a job and visa via Global Talent Pathway?
The journey from profile to landing in Australia involves several steps. Here’s an overview of how the process typically works:
Profile & Screening: You register on the Global Talent Pathway portal with your details. Our team reviews your profile to understand your background and which occupation you might fit into. We may contact you for an initial chat to clarify your experience and goals. Once that’s done, you’re added to our pool of candidates available for opportunities.
Matching with Employers: Global Talent Pathway works with various Australian employers. We present suitable candidate profiles (like yours) to these employers when they have job openings. Employers also browse our candidate database for skills they need. If your profile catches an employer’s interest, we arrange the next steps. It’s important to note that we facilitate the connection, but employers make the hiring decisions. We’ll put you forward enthusiastically, but the employer has the final say.
Interview(s) with Employer: When an employer shortlists you, we’ll set up an interview. This is usually done via video conference. if you’re overseas. Sometimes it might start with an email Q&A or a phone call, but typically there will be at least one formal interview. The interview is your chance to impress the employer with not just your technical skills but also your communication and enthusiasm. Don’t worry, we’ll give you tips and preparation beforehand. Some employers might do multiple interview rounds or even a small practical test (depending on the job). We’ll coordinate all of this and get feedback for you.
Job Offer: If the employer is happy and decides to hire you, congratulations, you’ll receive a Job Offer (usually a formal letter or contract). We’ll go over this job offer with you to make sure you understand the terms (position, salary, location, etc.). You’ll likely be asked to sign an acceptance. At this stage, you officially have an employer lined up.
Endorsement & Sponsorship: Once you have accepted the job, the employer and Global Talent Pathway work together on the necessary visa application paperwork. The employer will lodge a nomination for you, which is basically them formally sponsoring you for the visa.
Visa Application: Now it’s your turn, with the nomination in place, Global Talent Pathway will submit your visa application to the Australian Department of Home Affairs. We’ll collect all necessary documents from you for this. This includes your personal documents (passport, birth certificate, marriage certificate if applicable, etc.), proof of your qualifications and work experience, English test results (if required by now), health insurance, and so on. We prepare the application forms and attach all evidence to show you meet visa requirements. You will also undergo the medical exam and provide police clearances at this stage, as discussed earlier.
Visa Decision: After lodgement, we wait for the Department to process the visa. They might ask for further information, which we’ll respond to if needed. Processing times can vary, typically it could take a few months for the visa to be approved, depending on backlogs. (Recently, due to high demand, 482 visa processing can range from 2 to 7 months for most cases. Some are faster, some slower, but we keep track and keep you updated.) Once the visa is granted, you’ll receive a visa grant notice outlining the visa conditions and validity.
Preparation & Departure: With the visa in hand, we coordinate your travel plans. You’ll work with the employer on a start date. We assist you with booking flights (sometimes employers cover the flight cost, that depends on the job offer). We also brief you on what to expect at the border, what documents to carry, etc.
Arrival & Start Work: You arrive in Australia! Typically, you’d start your new job shortly after arriving (some employers might give you a week to settle in, others have you start in a couple of days, it varies). We, along with any partner organizations, will help ensure you get settled (temporary accommodation, finding permanent housing, local orientation). You then commence work as per your contract and begin your new life in the community.
Throughout this whole process, Global Talent Pathway is by your side, coordinating between you, the employer, and the immigration steps. We essentially act as your guide and support system from start to finish. The process can feel complex, but we break it down into these manageable steps and keep you informed at each milestone.
How long does the whole process take, from applying to landing in Australia?
The timeline can vary a lot from case to case, but we can give a general idea:
Finding a Job Match: This is the most variable part. It could be quick if your skills are in high demand and we have an employer ready, or it could take several months. Some candidates get interview calls within a few weeks of signing up; for others it can take longer. We actively promote your profile, but timing often depends on when employers have openings. It’s a bit unpredictable, so, patience is key here.
Interview to Job Offer: Once an employer shows interest, things move relatively quickly. You might have an interview and know within a few days or a couple of weeks if you got the job. Let’s say roughly 1-3 weeks in typical scenarios to go through interviews and get a formal offer.
Visa Application: Preparing the visa paperwork might take a few weeks. We often can prepare the nomination and visa application concurrently. We usually can lodge the visa application within 2 weeks from the job offer, assuming all your documents (police checks, medicals, etc.) are ready in time.
Visa Processing: The Australian government’s processing time for the TSS 482 (Labour Agreement stream) has fluctuated. Recently, it’s been on the longer side due to high demand. It could take anywhere from about 2 months up to 6 months (sometimes even a bit more in complex cases) for the visa to be approved. Many visas are getting done in around 3-4 months, but it’s not a guarantee. We’ll get an idea as we watch similar cases in the pipeline.
Notice to Move: After visa grant, you typically have to enter Australia by a certain date (usually within 6 months of grant). Most candidates move soon after visa approval. You and the employer will arrange a start date that makes sense.
So end-to-end, if we sum it up: Some lucky folks might complete everything in as fast as 4-5 months (this would be a case of quick job match and fast visa). For others, it could be closer to 9-12 months especially if the job search phase takes a while or visa processing is slow. We understand it’s hard to wait, but we’ll keep you updated and engaged throughout. Our aim is always to make it as swift as possible without compromising on thoroughness.
Will Global Talent Pathway help me with the visa application and paperwork?
Yes, absolutely. Global Talent Pathway isn’t just a matchmaking service; we’re also here to handle the migration process for you. We have migration experts who will prepare and submit your visa application on your behalf, working closely with your employer. This includes collecting all the necessary documents from you, filling out the forms correctly, and liaising with the Department of Home Affairs as needed. We make sure that the employer’s sponsorship and nomination are all set, and then we package your visa application to meet all requirements.
Think of it this way: from the moment you get a job offer, we shift into high gear to become your personal immigration guide. We’ll tell you exactly what documents you need (and help you get them if you’re unsure), we’ll book your medical exam through the proper system, we’ll submit the application through our ImmiAccount login, and we’ll keep track of it. If the immigration office asks for additional info, we handle that communication. Essentially, you won’t be left alone to figure out the complex visa process, we take care of it for you. Our goal is the same as yours: to get that visa granted smoothly. We also coordinate your relocation logistics (travel dates, etc.). So yes, from job offer to visa grant (and even beyond), Global Talent Pathway is managing the process closely. You can focus on preparing yourself for the new job while we handle the red tape.
Does signing up with Global Talent Pathway guarantee I will get a job or visa?
It’s important to set realistic expectations: no, we cannot guarantee that you will receive a job offer or a visa. We wish we could place everyone, but ultimately the selection is in the hands of the employers and the visa decision is up to the government. Global Talent Pathway will certainly do our best to match you with opportunities, we actively reach out to employers and showcase candidates. However, there are many candidates in our database and only a limited number of positions available. In fact, only a portion of those registered will end up being matched with international job opportunities. Employers will choose the candidate they feel is the best fit for their role, and there can be competition.
What we can promise is that we’ll give you a fair chance. We’ll keep your profile on hand and if there’s a potential fit, we’ll connect you and guide you. But we do encourage you to continue exploring other avenues in parallel, don’t rely solely on this program as your only plan. And remember, not being selected quickly doesn’t mean it won’t happen later; sometimes it takes time for the right match to come up. If at any point you have concerns about your prospects, you can reach out to us for honest feedback. But yes, while we facilitate and increase your chances, we can’t guarantee a job/visa for everyone who signs up. We believe in transparency about this, so you can plan accordingly.
How can I improve my chances of being selected by an employer?
Great question. There are several proactive steps you can take to boost your profile:
Make your profile detailed and up-to-date: Ensure that your Global Talent Pathway Candidate Profile is filled out thoroughly. Include a clear description of all your skills and experience, especially in the occupations section. Upload an English version of your CV if you have one. Also, keep your work history, certifications, and contact information current at all times. A complete profile helps us match you better with employer needs.
Improve your English proficiency: Since English is crucial for both the job and the visa, any improvement here goes a long way. Employers are more likely to consider candidates who demonstrate good communication skills. Use any free time to practice English, whether through online courses, local classes, or self-study. We have resources and links to English practice materials you can use. Even moving from an intermediate to a higher level can significantly widen the range of jobs you’re competitive for.
Highlight relevant skills: If you have multiple skills, tailor your profile to highlight the ones in demand. For example, if you’re an engineer who also has management experience, and we know a lot of jobs are hands-on, emphasize the technical skills and your on-the-ground experience. You can mention software tools, machinery, or techniques you’re proficient in, anything that sets you apart.
Be open-minded on location and role: You improve your chances if you’re willing to go where the jobs are. All locations are outside the big cities, and some are remote or regional towns. Showing flexibility and enthusiasm for a variety of locations (not just one specific city) helps. Similarly, if you can be flexible on the exact job position (for instance, you’re open to related roles or a step-down from a very high position you held, if it gets your foot in the door), that can lead to more matches.
Stay engaged and responsive: Keep in touch with us. If we email you or call you about an opportunity, respond quickly. Employers sometimes move fast, and if we can’t reach you for a week, that opportunity might pass. Also, stay connected through our social media (like our Facebook page) and email updates, we occasionally post about new programs or tips. Show initiative: you can even nominate yourself for specific advertised positions if you see them on our platforms.
Continue developing your skills: While waiting, consider gaining additional certifications or training that could strengthen your resume. For example, take an online course relevant to your field, or even start learning a bit about Australian workplace culture or standards in your industry. This not only improves your profile but also gives you talking points in an interview to show you’re proactive and committed.
By doing these, you’ll stand out more. We certainly notice candidates who have well-prepared profiles and good communication, it gives us confidence when presenting you to employers. Employers, too, are more likely to interview someone who looks polished and ready. It might not guarantee success, but it does put you towards the top of the list when matching opportunities come up.
EMPLOYER EXPECTATIONS
What do employers expect from candidates?
Employers are usually quite invested in the process, they have to go through extra steps to hire someone from overseas, so they’re looking for candidates who are worth that effort. Here’s what they typically expect:
Genuine Skills and Experience: They expect that you can truly do the job. Your future employer will likely verify your work experience through references or tests. They want to be confident that when you arrive, you’ll be able to perform as advertised. Since they must prove they couldn’t find a local worker, they are hiring you as a crucial solution, not just as a casual try-out. So you should have the qualifications or work background you claim, and be ready to hit the ground running.
Commitment to the Role/Region: Employers would like to see that you’re serious about moving to their community and staying for a decent length of time. They generally hope you will stay with them for at least the duration of your visa (often 3-4 years) and ideally transition to Permanent Residency with them. High turnover is hard for any company, especially when sponsoring visas. So, showing in your interview that you’re excited about that specific location and plan to settle there will give them confidence. They may ask about your family’s thoughts on moving, etc., to gauge your commitment.
Cultural Fit and Adaptability: They know you’re from a different country, but they expect you to adapt to the Australian workplace culture and the local community. This includes things like teamwork, communication style, and sometimes a bit of Aussie directness or humour in work interactions. They appreciate candidates who are open-minded, eager to learn, and can integrate well with their existing staff.
English Communication: We touched on English requirements, and from an employer’s perspective, they need to feel comfortable that you can communicate on the job. You don’t need perfect English or an Aussie accent (don’t worry!), but you should be able to understand instructions and express yourself sufficiently. If an employer finds it very hard to communicate with you in the interview, they might be hesitant. So, clear communication, even if simply and accented, is important. If you can demonstrate during interviews that language won’t be a barrier, that’s a big plus.
Reliability and Work Ethic: Employers expect you to show professionalism, like punctuality, honesty, and dedication. In your interactions (emails, interviews), being responsive and professional creates a positive impression of your work ethic. They are essentially investing in bringing you over, so they want someone who will be a reliable employee. Australian employers often value initiative and independence as well, so you might get points for showing that you can take responsibility and solve problems on the job.
In essence, employers want to be confident that you are the solution to their hiring need, not another problem. They are looking for someone who can do the job well, fit into the team, and stay with them. If you convey that you’re skilled, earnest, and enthusiastic about joining their company and community, you’ll meet their expectations. And remember, by the time they are interviewing you, they likely already think you could be a great fit (or they wouldn’t bother interviewing), so it’s a matter of reinforcing that confidence.
Will I have to interview with the employer?
Yes, absolutely. An interview (or interviews) is a standard part of the process. Think of it like any job application, just done remotely. Once an employer shortlists your profile, we’ll set up a meeting between you and the employer. This is typically done via video conferencing. Make sure you have a good internet connection, a quiet space, and if possible, a decent camera/microphone for the call. The interview is your chance to both demonstrate your skills and learn more about the employer.
They may ask you about your previous work, how you handle certain tasks, or situational questions to gauge your problem-solving. They might also be checking your English comprehension during this chat. On your side, you can ask about the role, the team, and what living in that town is like. Sometimes, there might be more than one round: for instance, first a general interview, and then maybe a technical interview or a chat with higher management. Some employers might even give a small practical test or ask to see a portfolio of your work (depending on the field). We’ll inform you in advance what to expect.
Global Talent Pathway will help facilitate these interviews around time zone differences. We’ll get feedback afterwards. If an employer decides to not move forward after an interview, we’ll relay that to you along with any feedback we get, and then possibly try with another employer. If you advance, we go into offer negotiations. In summary, yes, plan on interviewing and treat it seriously just as you would for a local job, prepare by researching the company (we can provide info), practice common interview questions, and be ready to discuss your experience in depth. We’re here to help you shine in those interviews.
What are the employer’s obligations in this process?
Employers who sponsor a worker have several important obligations (both to the government and to you as an employee):
Labor Market Testing: Before hiring you, they must have genuinely attempted to fill the position with local Australian workers. This usually means they’ve advertised the job locally for a set period and didn’t find a suitable candidate. It’s a prerequisite for them to get approval to sponsor you. For you, this means the job offer is coming only because the employer truly needs your skills.
Sponsorship Responsibilities: Once they sponsor you, employers have to comply with the terms of the sponsorship. They must pay you at least the salary they promised (and at least the minimum required by standard regulations). They cannot deduct unauthorized costs from your pay or treat you unfairly compared to Australian workers. They are usually required to pay a Skilling Australians Fund levy to the government for hiring an overseas worker, which is their cost, not yours. They also have to keep records and report certain events to immigration (like if you cease employment).
Meeting Employment Standards: Employers must follow Australian workplace laws. This means you should get the same benefits and protections as any employee: safe working conditions, proper hours and overtime rules, leave (annual leave, sick leave as applicable), superannuation (pension contributions) paid, etc. Your rights are protected and the government has oversight to ensure employers do the right thing. If an employer were to mistreat a sponsored employee, they could face penalties or lose their sponsorship status. So reputable employers follow the rules.
Support for Visa Conditions: The employer should ensure your job duties match what you were sponsored for, and they shouldn’t ask you to work in a completely different role or location. They are obligated to provide you the role that was promised. Also, they often assist in some logistical areas, like providing an employment contract for your visa, and sometimes helping with things like finding accommodation or transport initially (though this varies).
From an employee perspective, a good way to put it is: the employer’s obligation is to give you lawful, gainful employment under fair conditions, and to adhere to the visa program rules. They’re not allowed to, for example, charge you recruitment fees or deduct visa costs from your salary illegally. They must also, for instance, facilitate your going to mandatory orientation if required by a region. Global Talent Pathway works with trusted employers, and we too ensure they understand their obligations. Our interest is in a successful, ethical placement, both you and the employer should have a positive experience. If any issues ever arise, we’d encourage you to talk to us. But by and large, employers know the drill and do right by their sponsored staff.
Do I need to sign a contract or commit to staying with the employer for a certain time?
Yes, you will sign an employment contract with your employer, that’s part of the job offer acceptance. This contract will lay out terms like salary, working hours, job duties, and usually it will mention that employment is contingent on you obtaining the necessary visa. In terms of commitment: while there’s typically no legal bond that forces you to stay (for example, you won’t be in “breach of contract” if you leave earlier, aside from any standard notice period requirement), both the employer and the government expect that you intend to work with this employer for a significant time.
In practice, most visa pathways are built around a 3-year commitment, because that’s often when you become eligible for PR. The employer invests in bringing you over and often hopes you’ll stay even longer, becoming a permanent skilled resident in their workforce. From the visa side, a condition called Visa Condition 8607 will apply to you, which basically says you must work in your nominated occupation (and indirectly, for your sponsoring employer). If you stop working for that employer, you have a limited time to find a new sponsor or your visa could be cancelled. Recently, that timeframe has been extended to 180 days (about 6 months), giving some flexibility. But it’s not a good situation to be in unless necessary.
So, while you’re not handcuffed to the job, there’s a mutual expectation: you plan to stay and contribute long-term, and in return the employer plans to support you (including for PR). If you were to quit very early, not only could it upset your visa situation, but it might also reflect poorly on you (for future visa or job prospects) and even on the program that sponsored you. Therefore, our advice is: only accept the job if you are serious about moving and staying with that employer for a good while. Of course, if circumstances become really difficult, there are ways out (you could switch employers or other visa routes, and we could advise you then). But ideally, you commit to at least those 3 years. The contract you sign will likely be a permanent job offer or a long-term offer, not a short-term gig. If it’s a fixed-term contract, we’ll let you know the implications. But generally, think of it as a long-term employment, that mindset will benefit both you and the employer.
Will the employer help me with relocation or settling in?
Many employers are quite supportive, but the level of assistance varies. Some employers, especially larger companies or those in remote areas, may offer a relocation package. Not all will do this, but it’s something you can discuss once you have an offer. We have seen cases where employers, eager to get someone to come, will cover the initial accommodation or provide a relocation bonus. Others, typically smaller businesses, might just give you advice and a warm welcome, but not necessarily money for relocation.
Regardless of the employer’s direct help, Global Talent Pathway will ensure you have support in settling in. We understand moving countries is a big step. In Australia, we collaborate with local charities and services that can help you find affordable housing, get oriented to the community, and access any necessary services (like setting up a bank account, getting a driver’s license, etc.). For example, we might connect you with a local migrant support center or a volunteer buddy in the area who can show you around. We also often link you with other candidates or families who have moved to that region, so you have a peer network.
Your employer will at the very least help you with work-specific settling, like introducing you to the team, training you on the job, and things like that. Some employers go above and beyond, I’ve known employers who help enrol kids in school or show the new arrival around town on the first day. It really depends on their resources and experience with overseas hires.
Rest assured, you won’t be left to fend completely for yourself. Between Global Talent Pathway’s support and whatever the employer offers, we aim to make your transition as smooth as possible. Before you depart, we’ll provide you with a “welcome pack” of information about the area, and a checklist of what to do when you arrive. Once you’re there, you’ll have contacts (both at the workplace and through us) if you hit any snags. The Australian people are generally friendly and helpful too, especially in tight-knit regional communities, they appreciate that you’ve come all this way to contribute, and many locals will be happy to help you settle in.
POST-ARRIVAL AND SETTLING IN AUSTRALIA
What happens after my visa is granted, what are the next steps until I start work?
When your visa is granted, it’s an exciting moment! We will notify you immediately and likely schedule a call to go over the details of your visa grant (such as the entry date requirement and visa conditions). After that:
Finalize Travel Plans: If not already arranged, you’ll book your flight to Australia. We coordinate with your employer to decide your start date at work and plan your arrival accordingly. For example, if your visa is granted today, you might decide to move in 4-6 weeks to have time to wrap up things at home, or sometimes employers want you sooner. We find a balance. If the employer offered to pay airfare, we’ll work with them on the ticket. Otherwise, you’ll handle booking with our guidance on recommended arrival city/airport.
Pre-Departure Prep: We’ll provide guidance on what to pack (documents especially, you should carry originals of key documents like birth certificates, marriage certs, educational certificates, etc., in your carry-on). We’ll remind you about any Australian requirements such as Digital Passenger Declaration if any health rules exist (during COVID times there were extra forms; currently, entry is straightforward). We’ll advise on bringing medicines, etc., and not to pack things that Australia restricts (they’re strict on biosecurity, e.g., no plants or seeds).
Housing Arrangements: Before you fly, we’ll make sure you have at least an initial place to stay. Sometimes an employer provides temporary accommodation (like a motel for 2 weeks, or a rental house share). If not, we’ll work with you to book something like an Airbnb or short-term stay. And we’ll have a plan for more permanent housing search once you’re there.
Arrival Coordination: We often coordinate with the employer to have someone meet you at the airport (if possible) or at least at a central location. If the employer can’t, we’ll ensure you know exactly how to get from the airport to your accommodation (it might be via a pre-booked shuttle or a colleague picking you up). We’ll give you an emergency contact number just in case.
First Days in Australia: In your first few days, you won’t be left alone. You’ll either start work very quickly or, if you have a few days before starting, you can use that time to settle practical matters. Typical tasks include: getting a local SIM card for your phone, setting up a bank account (so you can get paid, employers usually help direct you to a bank, and Australian banks make it easy for newcomers to open accounts), applying for a Tax File Number (TFN) which is like a social security number for tax. This can be done online, and we’ll instruct you how. If you have kids, you’ll also be looking at schools or childcare. We or the resettlement partner will assist with those introductions.
Starting Work: On the day you start your job, it will likely involve meeting your team, getting job training, etc. Usually the initial period is a lot of learning, new systems, maybe some safety inductions (Australians take workplace safety seriously). Be prepared for a bit of paperwork at the job too (like filling out a tax form, superannuation fund choice, etc., which we can help you with). It’s normal to feel a bit overwhelmed at first, but you’ll ease in day by day.
Basically, after visa grant, it’s a transition from paperwork mode to moving-and-living mode. Global Talent Pathway’s role at this stage is more about support, answering your questions about life in Australia, making sure you have help with integration. We don’t disappear after the visa is granted; we remain available for you for any post-arrival issues or even just to hear how you’re doing.
What support will I have once I arrive in Australia?
You will have a support network both from Global Talent Pathway (and our partners) and often from your employer as well. Here are the kinds of support you can expect:
Resettlement Services: As mentioned, we partner with local resettlement organizations and charities. For example, in some regions we work with groups that help new migrants or refugees settle. They can assist with finding longer-term accommodation, getting furniture or household goods, and providing local orientation. They might help you sign up for local services (doctor, library, etc.). Essentially, they act as a friendly guide to your new community, helping you navigate practical things (even how to use public transport or where the grocery stores are). Global Talent Pathway allocates resources to these partners so that you have on-the-ground support.
Community Integration: Many regional areas have a welcoming committee or multicultural center. You might be introduced to a community liaison who checks in on you. Don’t be surprised if you get invited to community events or even personal gatherings once you arrive, Australians are generally welcoming, and smaller communities often give newcomers special attention (in a good way). Take advantage of any orientation sessions, like sometimes councils run “welcome to our city” sessions for new residents.
Employer Support: Employers often assign an HR representative or a colleague to be your “go-to” person initially. Some might have a buddy system where a coworker helps you out (like showing you around town, or helping with getting a TFN or driver’s license). At the very least, your supervisor will likely be understanding that you are new to the country and may need a bit of extra help at first. If your job site requires any certification (for example, a safety course or a local license), your employer will arrange that training.
Ongoing Communication with GTP: We at Global Talent Pathway will follow up with you after you arrive, typically at intervals like one week, one month, three months, just to see how you’re settling in and if you need anything. You’ll have contact details for us (email and phone) that you can use if any issues come up. For instance, if you’re having trouble with some aspect of your visa or employment, or if you feel you’re not getting the support you need, you can talk to us and we can help mediate or advise.
Family Support: If you came with family, we also help them integrate, like finding schools for kids, or connecting your spouse with community groups or even job opportunities for them (if they plan to work). There are organizations for spousal support, playgroups for young children, etc., in many communities.
Legal and Settlement Advice: We can direct you to free or affordable services for things like English classes (if you or family want to improve further), driving lessons (if you need to convert your license), and so on. You’ll also be enrolled in Australia’s public healthcare (Medicare) if your visa allows, or otherwise guided on health insurance. We ensure you know how to access medical care, emergency services, all those fundamentals of living in a new country.
In summary, you won’t be left on your own with no guidance. The combination of employer assistance, Global Talent Pathway and partners, and the inherent friendliness of Aussie regional communities will create a support system around you. Of course, it will still be an adjustment and there may be challenges, but you’ll have people to turn to. We’re committed not just to getting you there, but also to seeing you thrive after you arrive.
What are my rights and obligations as a worker?
Your rights in the workplace are essentially the same as any Australian worker in your position. Australia has strong labour laws and anti-discrimination laws, so you’re entitled to fair wages, a safe work environment, and standard benefits like annual leave and sick leave (if you’re a permanent employee) or proper overtime pay if applicable. Your employer must adhere to the conditions of employment as per Australian law. You have the right to join a union if you wish (that’s up to you; unions are present in many industries). You also have the right to be free from harassment or exploitation, any issues, and there are avenues to report them without jeopardizing your visa. The government built in measures to protect overseas workers’ rights, so you should expect to be treated on par with your local coworkers.
Your obligations primarily revolve around your visa conditions and following Australian laws:
Work in your nominated role and region: Your visa will be tied to the occupation and the employer (and region) that sponsored you. You are expected to continue in that job. You cannot, for instance, take on a second job in a completely different field without permission (certain visas allow limited secondary work if it’s the same field, but generally your focus should be your sponsoring job). You also should live in the designated area (if your job is in a certain region, you are supposed to reside there, not commute from a big city outside the region).
Follow visa conditions: Aside from work, a 482 visa might require you to maintain health insurance while in Australia (for those not covered by Medicare). Make sure you keep your health cover active, that’s an obligation. You must also keep your contact details updated with the Department of Home Affairs, if you move or change phone number, you inform them through an online form. And obviously, obey all laws (if you commit crimes, that can jeopardize your visa).
Stay with sponsoring employer: If any change in your employment is looming (for example, the employer might transfer you to a different branch or you consider switching jobs), you need to get advice because your visa may not automatically cover that. Generally, you can’t just switch employers without getting a new nomination or visa approval. As discussed, you have a grace period if you leave the employer to find another sponsor, but you should not work for another employer during that time until new sponsorship is approved (one exception: the new rules allow you to work elsewhere in the interim 180 days to support yourself, but that would typically be in an unrestricted job, not your professional role, we can guide you if that scenario arises).
Permanent Resident Pathway obligations: If you intend to go for Australian Permanent Residency, you’ll need to fulfill the required years of regional work (usually 3 years). Also, keep in mind you might need to show an upgrade in English at Permanent Residency stage (depending on concessions you got). So an informal obligation is to work on that if needed.
Overall, think of it this way: Do the right thing by your employer and community, work hard, follow the rules, and you’ll be fine. In return, you have the right to a fair workplace and the same protections any worker gets. If ever you feel your rights are being violated (for example, if you were underpaid or asked to do something unsafe), you can and should speak up, initially to the employer or us, and if needed to authorities, and the law is on your side. But we hope and expect you won’t face such issues with the vetted employers we partner with.
Can I change jobs or employers after I arrive if things don’t work out?
The intention is for you to stay with the sponsoring employer, but life happens and sometimes things change. So yes, it is possible to change employers or jobs, but it requires following proper procedure and potentially a new visa process.
The government allows a 180-day window for you to find a new sponsor if you cease employment with your original sponsor. During that period, you can actually work in other jobs (even outside your field) to support yourself, thanks to recent changes, but after 180 days without a new sponsor, your visa could be subject to cancellation.
The bottom line: You shouldn’t change jobs lightly. It’s not like you have an open work visa where you can freely hop employers. You and the first employer entered into this journey expecting a long-term match. However, we recognize scenarios like: the job isn’t as described, or the company has downturns, or perhaps you get a much better opportunity after a couple of years. If something isn’t working out, you can consult with us. We can sometimes mediate minor issues (often expectations can be realigned through communication). If it’s unsalvageable, we can advise on finding a new sponsor.
Australia has also implemented a new initiative, a sort of protection for workers facing exploitation: the Workplace Justice visa (subclass 408) that allows exploited workers to stay while pursuing action. We hope you never need that, but it’s there as a safety net.
So yes, you can change, but you must do it legally and promptly. The new employer must take over sponsorship before the grace period ends. Always inform Immigration if you cease employment (the employer will too). And remember, if you do change, it might reset or affect your timeline for Permanent Residency. It’s best to view changing employers as a last resort. Our aim is to place you with an employer that’s a good fit so that this never becomes an issue.
PERMANENT RESIDENCY PATHWAY
Is there a pathway to Permanent Residency?
Yes, there is a pathway to Permanent Residency, which is one of the fantastic features of the program. Typically, the pathway is via the Employer Nomination Scheme (subclass 186) visa, a permanent visa, after you’ve spent a certain period working on your temporary sponsored visa. In many cases, that period is about 3 years (some regions might require 2 years or some might be a bit more, but 3 is common). The idea is: you go work in the designated area, contribute for a few years, and then you can transition to become a permanent resident of Australia.
You need to remain with the employer for the required time.
You must meet any additional criteria at the time of Permanent Residency application (this could include being under a certain age, having a higher English level if your initial was low, etc., depending on concessions that were given). Many employers have age concessions so that even if you’re over 45, you can still get Permanent Residency through this route, that’s a big plus.
The employer will again need to sponsor you for Permanent Residency when the time comes. It’s usually in their interest to do so because it secures you as a long-term employee.
The purpose of this visa is not just to bring temporary workers, but to help regions retain those workers permanently, thereby building up the local community. So if your goal is to eventually live in Australia permanently, this is a legitimate pathway to that.
When the time comes, Global Talent Pathway will again assist with your Permanent Residency application process (if you want us to). We’ll review the criteria with you, for instance, by then you might need to do an English test at a higher level or we might need to update your police checks, etc. It’s somewhat like doing another visa application, but the big difference is you won’t have to leave Australia; you’ll apply for Permanent Residency while still living and working there.
One thing to keep in mind: Permanent Residency isn’t automatic after 3 years, you do have to apply and meet the criteria at that future point. But as long as nothing drastic changes (like you keep a clean record, remain in good health, etc.), it’s usually a smooth process if planned well. We will ensure you’re on track for it, advising you maybe a year or so in advance: “Hey, next year we can go for PR, let’s start preparing.”
So in summary: Yes, this visa can lead to PR, and that’s a major incentive for many candidates. It means you and your family could stay indefinitely, enjoy more benefits (like buying property without foreigner fees, getting student loans, etc.), and eventually even citizenship if you go that route. We are very proud whenever our candidates transition to permanent residency, it’s the ultimate win-win for you, the employer, and the region.
What are the requirements to get PR?
The exact requirements for Permanent Residency (usually via the subclass 186 ENS visa under the Labour Agreement stream) can vary, but generally you will need:
Work Experience: You must have completed the minimum required years of work with your employer (often 3 years full-time). During those years, you should have been meeting your visa conditions and performing your role satisfactorily. Usually, you’ll need a letter or contract from the employer confirming they want to continue employing you permanently.
Age: If an age concession applies, you might be allowed to be older than the standard 45 years. There are usually concessions where the age limit is set for Permanent Residency at 50 or 55. We will check the specific age limit that applies for each occupation in each region.
English: Some concessions allow you to get the temporary visa with a lower English level, but for PR, the Department of Home Affairs might require a higher proficiency. Often, the requirement is at least “Competent English” (which is IELTS 6.0 each band or equivalent) for the ENS 186 visa. We’ll know what standard you need to meet once you have the employment offer. It’s wise to keep improving your English so that by year 3, taking an English test won’t be a hurdle.
Health & Character: You will again need to pass health and police checks for the Permanent Residency application (even if you did them 3 years ago). As long as there are no new issues (serious illness or any run-ins with the law), this should be straightforward. If you did develop a medical condition, it doesn’t automatically disqualify you, Permanent Residency has stricter health cost thresholds.
Skill Level Continuity: You must continue to be in the occupation you were sponsored for, or if you got promoted to a higher role, we need to ensure it’s covered. Usually it’s fine if you moved from, say, “chef” to “head chef”, we’d still classify it under the original occupation category for PR. The key is you have proven you can do the skilled job long-term.
Employer’s Agreement: The employer needs to sponsor your PR. They will have to demonstrate they still need you. Most employers are very happy to do this if you’ve been a good employee, because it secures you permanently. There might be some paperwork for them (like showing the position is still needed, salary is above a certain level, etc.). But generally, if they’ve kept you for the required period, it means they value you, and they will go ahead with the Permanent Residency nomination.
When the time comes, we’ll double-check the Permanent Residency requirements that apply for the region where you are employed. We’ll ensure all boxes are ticked. From your end, the main things to be mindful of during your 3 years are: maintain your English, keep a good relationship with your employer, and avoid anything that could complicate health/character.
We will likely start the Permanent Residency process a few months before you hit the 3-year mark (because by the time it’s decided, you’ll have 3 years). The application can be lodged a bit before you complete 3 years of work, or exactly at 3 years. During Permanent Residency processing, you continue on your temporary visa without issues.
So, in a nutshell: 3 years of work, under the age limit, with acceptable English and clean records, plus employer’s support, that’s the recipe for PR. We will be there to guide you through it just as we did for the initial visa.
Do I have to stay in the region or with the employer after I get PR?
Legally, no. Once you are a permanent resident, you have full rights to live and work anywhere in Australia. There’s no visa condition forcing you to remain in the same region or job. However, there are a couple of things to consider:
Moral/Implicit Commitment: When you go through a Permanent Residency process, there is an implicit understanding that the region is sponsoring you because they want people to settle there. It doesn’t mean you’re in any kind of legal trouble if you move, but it’s generally good faith to plan to continue in that region for a while. So, while you can technically move, it’s often encouraged to stay at least a bit longer, to give back to the community that helped you.
Employer Expectations: Your employer obviously would hope you’ll stay with them after Permanent Residency, that’s why they sponsored you for it. If you leave the job right after getting PR, that could sour the relationship or, in worst case, they might feel they wasted their sponsorship on someone who wasn’t committed. That said, as a Permanent Residency you’re free to change jobs. We just advise doing it gracefully if you choose to, e.g., give proper notice, maybe some time after Permanent Residency to not make it look like that was your plan all along, etc.
Regional Benefits: Some government benefits or incentives (like certain state subsidies or even some homebuyer assistance) can favor those who live in regional areas. Also, citizenship applications down the line require you to have lived in Australia for a certain amount of time, but where in Australia doesn’t matter. So moving doesn’t hurt your citizenship timeline as long as you stay in Australia.
Personal Choice: You might find after several years that the regional life really suits you, many people do stay because they become part of the community, their kids are in local schools, etc. Or you might eventually decide to move to a bigger city for other opportunities. That will be your choice as a PR.
In summary, Permanent Residency grants you freedom. We (and likely your employer and the region) hope that you’ll continue to contribute to the area that welcomed you, but it’s your right as a free agent to go where you want in Australia. There’s no legal requirement binding you to the region post-PR. It’s entirely up to you and your family’s goals at that point.
Will Global Talent Pathway assist me with the Permanent Residency application as well when I’m eligible?
Yes. Global Talent Pathway aims to be a full-life-cycle service. Our relationship with you doesn’t end when you get the temporary work visa. We will be thrilled to help you take the next step to permanent residency. When you’re approaching eligibility for PR, we typically reach out (or you can reach out to us anytime) to discuss the process. We’ll coordinate with your employer to ensure they’re on board to nominate you for PR. Then, much like the first visa, we’ll gather updated documents, lodge the ENS 186 nomination (for the employer) and the visa application (for you and your family). It’s a similar drill, though by then you’ll also have Australian records (tax documents, etc.) that we might include to show you complied with conditions.
We will guide you on any differences in the Permanent Residency stage. For example, if a new medical exam is needed, we’ll arrange that. If an English test is required, we’ll help schedule it and maybe provide some resources or coaching if needed. Essentially, consider us your go-to migration agent for that Permanent Residency step. We want to see you secure permanent residency because that’s a huge milestone, it provides you stability and it’s also a success story for the program and us. Many of our staff find it the most rewarding part of the job to see a candidate they helped recruit and place now become a permanent resident and maybe later a citizen of Australia.
So, when the time comes (and time flies, those few years can go by quicker than you expect), we’ll be right there to assist. Just keep in touch with us throughout your employment. We often know roughly when our candidates are hitting eligibility and will send a reminder or info packet about Permanent Residency steps around that time. You won’t be left to figure it out alone.
To sum up: Global Talent Pathway will absolutely support you in the Permanent Residency journey, making your transition from temporary visa holder to permanent resident as smooth as possible, completing the Permanent Residency pathway. It’s the ultimate goal we all share for you.