SPECIALISTS IN LABOUR AGREEMENT (MILA, DAMA) & TSS 482 PATHWAYS
SECURE WORKFORCE INFRASTRUCTURE FOR AUSTRALIA’S CRITICAL INDUSTRIES.
Operationalising Federal Labour Agreements to deliver audit-ready skilled migration pipelines. We do not just fill vacancies; we protect your social license to operate.
Data Hosted in Australia
Modern Slavery Act Compliant
ABN Verified Entity
Regional Institute Member
OPERATIONAL MANDATE
WE OPERATIONALISE MIGRATION AS A REGULATED WORKFORCE PROGRAM, NOT A RECRUITMENT CAMPAIGN.
Global Talent Pathway functions as delivery infrastructure: we design the controls, the evidence trail, and the deployment cadence so your sites gain capacity without carrying the compliance burden.
SECTOR CAPABILITIES
ENGINEERED FOR HIGH-COMPLIANCE ENVIRONMENTS
FOOD SUPPLY CHAIN
Roles: Processing, Slaughter, Logistics
We manage the specific challenges of ILUA/MILA labour agreements.
HEAVY INDUSTRY & MINING
Roles: Welders, Fitters, Diesel Mechanics
Focus on stringent trade testing and practical evidence audits.
CIVIL INFRASTRUCTURE
Roles: TBM Operators, Riggers, Engineers
Leveraging Free Trade Agreements for rapid deployment.
SOVEREIGN SUPPLY LINES
Talent sourced exclusively through secure, treaty-based bilateral frameworks.
ZERO LMT REQ.
🇬🇧 🇮🇪 🏴
ATLANTIC / UK CORRIDOR
High-volume trade deployment leveraging the A-UKFTA framework.
Treaty: A-UKFTA / RHCA
Benefit: No Advertising Period
PRIORITY PROCESSING
🇺🇸 🇨🇦
NORTH AMERICAN BLOC
Specialized engineering and executive talent via AUSFTA & CPTPP.
Treaty: AUSFTA / CPTPP
Benefit: Reduced Visa Levies
SKILLS ALIGNED
🇿🇦 🇦🇺 🇳🇿
SOUTHERN HEMISPHERE
Agro-ecological and mining alignment via TTMRA and TRA standards.
Treaty: SCV 444 / TRA
Benefit: License Mutual Recognition
THE OUTCOMES TIER 1 PROCUREMENT BUYS
1. LABOUR AGREEMENT INTEGRATION
We build the role matrix from your MILA/DAMA terms.
Agreement-aligned eligibility checks.
Documented screening decision logs.
Nomination-ready evidence structure.
2. AUDIT-READY EVIDENCE
Digital audit pack per worker.
Verified Identity and Right-to-Work docs.
Skills evidence mapped to role requirements.
Health/character evidence tracking.
3. MODERN SLAVERY CONTROLS
Employer-pays model (No worker fees).
Supply chain mapped and vetted.
Candidate grievance pathway with escalation.
Evidence for client reporting.
4. RETENTION & INTEGRATION (365-DAY PROTOCOL)
Pre-deployment housing readiness check.
Financial onboarding (Tax/Super literacy).
Family settlement risk controls.
Structured check-ins with escalation triggers.
5. SAFETY-CRITICAL COMMUNICATION
Comprehension of safety instructions.
Incident reporting expectations check.
Role-relevant workplace vocabulary.
Structured WHS terminology briefing.
AUSTRALIAN DATA SOVEREIGNTY
INFORMATION SECURITY
Migration involves high-risk PII. We do not store client data on offshore servers. Our digital infrastructure is domiciled in Sydney.
> Penetration_Test: PASS (Last: 24h ago)
> Data_Residency: AU-EAST-1 (SYDNEY)
> GDPR_Compliance: READY
We treat workforce supply as a fixed-outcome deliverable. Our commercial terms include a mandatory performance guarantee on all deployed cohorts.
Replacement Guarantee
90DAYS
Zero-Cost Replacement
ETHICAL INFRASTRUCTURE
FAIRNESS IS A RETENTION STRATEGY.
International hiring fails when expectations don’t match reality. We operate under a strict Candidate Charter to ensure the pathway is durable.
COMPLIANCE STANDARD
MODERN SLAVERY ACT (CTH)
ZERO WORKER FEES
We enforce an “Employer Pays” model.
REALISTIC JOB PREVIEW
Candidates see site photos and roster realities.
THE “SAFESPEAK” CHANNEL
Independent grievance reporting for all deployed workers.
OUR DNA
WE THINK LIKE INFRASTRUCTURE,
NOT TRANSACTIONS.
WE TAKE OWNERSHIP OF RISK
We assume compliance and execution risk because the value proposition is risk transfer.
COMPLIANCE-LED DESIGN
Every document is audit-ready from day one. Being “aware” of compliance isn’t enough.
QUALITY GATE PHILOSOPHY
The fastest way to break a pathway is to let in the wrong candidates. We design gates that prevent that.
SAFE IMPLEMENTATION
IMPLEMENTATION ROADMAP
A safe way to start, prove, then scale.
PHASE 1
COMPLIANCE SCOPING
Map your agreement settings, site constraints, role matrix, onboarding requirements, and evidence standards.
PHASE 2
PILOT COHORT
Small cohort deployment with defined KPIs, reporting cadence, and a post-pilot control review.
PHASE 3
SCALED DEPLOYMENT
Repeatable cohorts with a standing governance rhythm: audit pack production and retention reporting.
PROPRIETARY METHODOLOGY
THE 5-GATE VETTING ENGINE
The GTP Portal is not a marketplace; it is a controlled assessment environment. Every candidate passes through a mandatory 5-Gate Assessment Protocol before they are visible to employers.
This framework provides Government and Tier 1 Employers with a transparent, end-to-end view of how individuals are assessed, selected, and supported
PHASE 01- IDENTITY
Biometric Identity Lock
Collection of sensitive data. Virtual verification of identity (liveness checks) and formal Privacy Act consents to prevent identity fraud at the source.
VETTING GATE 01
Baseline Eligibility Review
Automated Stop-Go: Education and history are cross-referenced against ANZSCO thresholds. Unsuitable candidates are discontinued immediately.
VETTING GATE 02 & 03
RPL & Competency Audit
Structured Recognition of Prior Learning assessment followed by Al-Supported Video Analysis to verify safe, competent execution of trade tasks.
VETTING GATE 04
Employer Selection & Contracting
Approved employers conduct structured interviews within the secure portal. Formal offer issuance triggers migration processing and medical clearance.
FINAL PHASE
365-Day Settlement Protocol
Approved employers conduct structured interviews within the secure portal. Formal offer issuance triggers migration processing and medical clearance.