A job offer is one step. Permission is another.

Read the employment offer as an employment document.

An offer or contract describes proposed work. Ask about duties, location, hours, pay, deductions, accommodation and the identity of the employer. It does not by itself prove that a person has permission to enter or work in a country.

Check work authorisation separately.

A work route can depend on the actual role, employer and candidate. Do not assume that an agency service, a signed contract or proximity to the destination creates permission. Use official guidance for the actual route, and seek authorised advice where required.

Understand entry and residence.

An entry visa and residence permission answer different questions from an employment offer. The conditions and sequence depend on the destination. A short contract is not a promise of a future residence extension, and a long-term role is not the same as permanent residence.

Ask who does what.

Identify the candidate’s tasks, employer documents, agency support and authority decisions. Ask for a written service scope and itemised costs. Confirm whether translations, professional assessments, government fees and appointment costs are included or separate.

Avoid commitments based on assumptions.

Before resigning, paying for travel or making a non-refundable commitment, verify the actual offer and the permissions needed to take up the role. Neither recruitment preparation nor an application checklist can guarantee the outcome. See our destination guides for official starting points.