Ready to hire offshore? Start here.
Specialist immigration advice and tailored solutions for employers and applicants.
Two connected stages. One well-prepared hire.
Accreditation assesses your business. Recruitment and the job check address the role you want to fill. We help you prepare for both.
Employer accreditation
In this first stage, INZ checks whether your business can support the proposed migrant workers you are looking to hire. This includes an assessment of your financial standing, employment practices and other related criteria.
Choose the right accreditation type and employing entity (business structure).
Prepare the business information, and supporting evidence.
Ensure that all online declarations are accurate and provide supporting documents where needed.
Submit to INZ and then address any questions or concerns they might have.
Securing accreditation is the first step, and our team goes further to ensure you have the right settlement information (to pass on to your candidates), are familiar with your ongoing compliance obligations and are aware of when your renewal is due.
We can also give you access to our custom built employer accreditation portal, which will help you keep track of your accreditation and work visa staff.
How we help - accreditation
We can help you identify the right accreditation type, as well as prepare a decision-ready application.
Recruitment & job check
Depending on the role you may or may not have to advertise the position and there are different advertising requirements for different skill levels. Getting this part right is crucial in terms of the overall job check process. Some roles (Green List and higher pay levels) are exempt from advertising.
Choose the right advertising platform (if required) and ensure all details are listed.
Draft the job check, making sure that the details align exactly with the advertising.
Upload supporting evidence to demonstrate the labour market test has been completed thoroughly.
Submit to INZ and then address any questions or concerns they might have.
Once the job check is completed, you will be able to invite a potential migrant applicant to apply for their work visa. They must meet the requirements, salary level and terms stated in the approved job check.,
Our team will ensure that you get each step of this process right, starting with the role, then the advertising details and platform and making sure all of that information is consistent, right through to the work visa application.
How we help - recruitment and job check
We can help you identify the right accreditation type, as well as prepare a decision-ready application.
Next step - candidate applies for work visa
Try our online assessment form, which will give us all the information we need to determine the most suitable option for your circumstances.
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Standard accreditation generally covers hiring up to five AEWV workers; high-volume accreditation covers six or more. Triangular employer accreditation applies where you employ migrants who are placed with a controlling third party. The correct type depends on your business model and hiring plans, and additional requirements can apply.
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Yes, if you need to continue supporting applications that require it. Initial AEWV accreditation is valid for 12 months. Renewal periods depend on the accreditation type and circumstances. Plan ahead and keep evidence that you have met your commitments. Expiry does not automatically mean existing employees must stop work; their visa conditions and your next hiring steps need to be checked.
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Unless exempt, the minimum is generally 14 days for ANZSCO skill levels 1–3 and eligible NOL occupations, or 21 days for ANZSCO skill levels 4–5. Level 4–5 roles also require good-faith engagement with Work and Income under the applicable rules. Confirm the role’s classification and any exemption before setting your recruitment timetable.
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Not simply because you have found someone. You must still meet the applicable advertising, local recruitment and Work and Income requirements unless an exemption applies. The process must genuinely consider suitable and available New Zealand citizens or residents; it is not just a formality for a preferred candidate.
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No. A job check is approval of the role under the relevant process, not the worker’s visa. The candidate must obtain the appropriate visa or already hold valid work rights for the job. Check their actual visa conditions before employment starts.
Your employer accreditation questions answered
Your accreditation partners.
We have the experience, knowledge and contacts to make your accreditation, job check and offshore hiring process as stress-free as possible.