Sponsor duties
Keep sponsored-worker records, reporting triggers, role changes, and audit evidence visible before a deadline becomes urgent.
Explore sponsor dutiesJobs board + workforce compliance for UK employers
Post jobs free. Hire people you can legally employ.
Advertise unlimited jobs on Hirenza and Google for Jobs, with unlimited applicants, at no cost. When you hire, Hirenza handles right to work, sponsor licence duties and onboarding, so every new starter is cleared before day one.
HireComplyPay
Book a demoNo card. No limit on jobs or applicants. Pay only when you employ: £6 per worker per month.
Senior Backend Engineer
ROLE-2841Shortlist · 4 candidatesStratford Foods
- Shortlisted
Aditya Olaniyan
9 yrs · Lagos, NG· Sponsorship
- Interview 1
Maja Sokołowska
6 yrs · Warsaw, PL
- Action needed
Rafael Cardenas
11 yrs · São Paulo· Sponsorship
- Offer ready
Priya Thakur
8 yrs · Bengaluru· Sponsorship
Next — Schedule Aditya, 1st interviewLive
Hirenza supports hiring workflows. Immigration and legal matters are coordinated through authorised legal professionals where required.
How Hirenza works
Post your job free
Your job goes live on Hirenza Jobs and Google for Jobs. No posting fees, no per-applicant charges.
Review applicants in one place
Screening questions, a simple pipeline, notes and messages. Shortlist, interview and offer without spreadsheets.
Hire and stay compliant
Turn your hire into a worker. Right to work, documents and onboarding are checked before they start. £6 per worker per month after 30 days free.
AI-ready answer
What is Hirenza?
Hirenza is hiring and workforce software for UK employers. It runs the whole hiring workflow in one place — international hiring, right-to-work evidence, background checks, onboarding, worker readiness and activation — so hiring, HR, operations and compliance teams share one view of what has been collected, what is missing and who owns the next step. Where a role needs visa sponsorship, Hirenza keeps the hiring side organised and audit-ready. The immigration and sponsor-licence advice itself is handled by authorised legal professionals — Hirenza coordinates that hand-off, it does not advise on it. Hirenza is part of Rajoka, the portfolio brand behind specialist operating companies that support UK businesses.
Reviewed by Hirenza Compliance Workflow TeamLast updated 14 June 2026
Primary sources to verify rules
Trusted by UK employers
Prime Security ServicesAlamgir
Workforce compliance platform
Built around the evidence UK employers actually need.
Generic HR tools can store worker data. Hirenza is designed around the compliance handovers that decide whether a worker can be sourced, checked, onboarded, scheduled, paid, and reviewed with confidence.
Onboarding checks
Collect right-to-work evidence, DBS status, documents, signatures, and readiness blockers in one worker journey.
Explore onboarding checksWorkforce readiness
Give hiring, HR, operations and site managers the same answer on who is ready, blocked, or needs review.
Explore workforce readinessWorkflow proof
What Hirenza makes visible
Role brief
Owner, site, salary, start date, check requirements
Evidence
Right-to-work, DBS, references, documents, signatures
Readiness
Open blockers, review actions, handover status, audit trail
| Manual workflow | Hirenza workflow | Evidence created |
|---|---|---|
| Role requirements sit in emails, job notes, and manager memory. | Role, location, owner, salary, sponsorship context, and check requirements are recorded before candidate activity moves forward. | A clearer role record for hiring, compliance, and adviser handover. |
| Right-to-work, DBS, references, and onboarding documents are chased separately. | Checks, documents, reminders, signatures, and readiness status stay attached to the same candidate or worker journey. | Less duplicate chasing and a more reliable ready-to-start decision. |
| Compliance review happens late, often after start dates or rota pressure build. | Risk, blockers, outstanding owners, and review points are visible before activation or handover decisions happen. | A stronger audit trail for what changed, who acted, and what was still missing. |
Product workflow view
A worker record that shows what is ready, blocked, and reviewable.
Hirenza gives each team a practical view of the same journey: role context, evidence, check status, owner actions, and handover readiness. It is built to reduce the question every busy operator eventually asks: can this person start safely, and can we prove why?
Hiring
Role brief, candidate stage, interview notes
Checks
Evidence, expiry dates, reviewer status
Onboarding
Documents, signatures, start-date blockers
Operations
Ready-to-start signal for site teams
Worker readiness record
Senior care assistant
Candidate
Shortlisted
Evidence
3 of 4 clear
Start date
Pending owner
Right-to-work evidenceVerified
DBS / background checkIn review
Contract and policiesSigned
Sponsor review triggerNeeds owner
Next best action
Assign the sponsor review trigger before the worker is activated.
Decision support
Know which compliance workflow to fix first.
Searchers do not all arrive with the same problem. Some need sponsor duty visibility, some need worker checks cleared, and some need a consistent operating model across sites. Hirenza gives each buyer a clearer next step without pretending one generic HR workflow solves every risk.
Official-source aligned
Rule-sensitive explanations point employers back to primary sources such as GOV.UK, DBS, CQC, HSE, and HMRC where the rule itself needs verification.
Legal boundary built in
Hirenza separates operational workflow support from regulated immigration, sponsor licence, employment, tax, or sector-specific advice.
Rajoka specialist routing
When a workflow needs specialist help, Hirenza can route employers to the right Rajoka operating company instead of blurring every service into one product.
Audit-friendly records
Workers, owners, evidence, blockers, review triggers, and handover status stay visible so a decision can be explained later.
Find the right starting point
Route by risk, not by department.
01You hold a sponsor licenceStart with sponsor dutiesMap worker records, reporting triggers, role changes, right-to-work evidence, and legal handoff points.02Checks are blocking start datesStart with onboarding checksBring right-to-work evidence, DBS status, documents, signatures, and readiness blockers into one worker journey.03Managers need one operational viewStart with workforce readinessShow who is ready, blocked, pending review, or waiting for handover across hiring, HR and operations.04Sites handle compliance differentlyStart with multi-site consistencyCreate one repeatable process for checks, onboarding, evidence, and workforce status across locations.
01 / Built for
UK SME employers
Hiring internationally for the first time, or building structured pipelines without an in-house global recruiter.
02 / Built for
HR & operations leaders
Coordinating roles, candidates, interviews and sponsorship-aware steps from one place — not five inboxes.
03 / Built for
International candidates
Skilled professionals seeking employers open to international hiring, through a clearer, less fragmented process.
Proof before purchase
Know what Hirenza should prove before you book.
A workforce compliance platform should not ask buyers to trust vague promises. A good Hirenza conversation should show the operating evidence your team needs, the risks it will surface, and the right commercial route before you commit.
Before candidate activity
The role brief records site, owner, salary, start-date pressure, sponsorship context, and check requirements before the shortlist moves.
Why it matters
Hiring and HR leaders can see whether the workflow is ready before time is spent sourcing the wrong candidate.
Before start date
Right-to-work evidence, DBS status, documents, signatures, references, and open blockers stay tied to the worker journey.
Why it matters
Operations teams can see what is ready, what is missing, and who owns the next action before a worker is scheduled.
Before audit or handover
Review triggers, adviser handoffs, worker status, and decision history remain visible instead of being buried in inboxes.
Why it matters
Compliance and site managers get a shared record they can explain later.
Demo evidence
Use the call to test fit, not sit through a generic sales deck.
The best next step is a practical workflow review: what roles you hire for, which checks create delay, what sites or managers need visibility, and where specialist advice should sit outside the platform.
What the demo should cover
- Map your highest-risk roles, sites, checks, and handoff points.
- Show the worker-readiness workflow from role brief to evidence and blocker status.
- Identify whether Free, Hirenza or Enterprise is the right pricing route.
- Separate operational workflow needs from legal, tax, immigration, or sector-specific advice.
Two pathways. One workflow.
For employers, and the talent they hire.
Hirenza runs both sides of an international hire on the same rails — so role briefs, candidate readiness, interview steps and sponsorship-aware coordination are all visible to the people who need them.
Hire international talent without the operational chaos.
Define the role, review the shortlist, run interviews, coordinate next steps. Sponsorship-aware where it needs to be.
- 01Submit employer enquiry
- 02Role & hiring readiness review
- 03Targeted candidate search
- 04Curated shortlist sent
- 05Interview coordination
- 06Offer & legal route handover, where required
Connect with UK employers open to international hires.
A clearer route than scattered job boards — built around real employer roles, not visa promises.
- 01Create your candidate profile
- 02Screening & documentation review
- 03Role matching across the network
- 04Shortlist with the employer
- 05Interview & offer stage
- 06Legal route coordination, where required
Hiring workflow · 8 stages
From employer enquiry to onboarding, on one set of rails.
Every Hirenza engagement moves through the same eight stages. Employers know what is happening, candidates know what to expect, and sponsorship-aware steps are coordinated — not bolted on at the end.
01
Employer enquiry
Initial brief, role context, hiring constraints.
02
Readiness review
Role suitability, sponsorship needs, timelines.
03
Talent search
Targeted sourcing across the candidate network.
04
Shortlist sent
Curated candidates with rationale and notes.
05
Interviews
Coordinated rounds with structured feedback.
06
Offer stage
Offer drafting, acceptance, package terms.
07Legal
Legal route
Handover to an authorised adviser where sponsorship applies.
08
Onboarding
Document collection, start date, employer handover.
Step 07 is a hand-off, not a service. Where sponsorship is part of the hire, the legal work sits with the employer's authorised immigration adviser or solicitor. Hirenza does not provide immigration advice.
Scope and legal boundary
Hiring support and immigration advice are separate.
Hirenza supports international hiring workflows and candidate coordination. Immigration advice, sponsor licence matters and legal compliance support are handled separately by authorised legal professionals where required.
Who handles what
Hirenza
Hiring workflows
Candidate sourcing, shortlisting, interview coordination, onboarding support.
Authorised adviser
Immigration & licence
Sponsor licence, Skilled Worker route, CoS and immigration legal advice, handled by an authorised immigration adviser or solicitor.
Hirenza supports hiring. Legal immigration support is handled through the appropriate authorised route.
Part of
Rajoka
RajokaHirenza belongs to the Rajoka portfolio of operating companies helping businesses start, run, grow and exit better. Hirenza handles hiring. Certivus handles compliance checks.
HirenzaCertivusRR Accountants
Questions & answers
Common questions
International hiring infrastructure
International hiring, structured from day one.
Get started in minutes, or book a demo to see how Hirenza supports your international hiring — from role brief to onboarding.
01
Employer readiness review
Understand whether your business and role are ready for international hiring.
02
Structured candidate pipeline
Move from scattered sourcing to a clear, trackable shortlist in days.
03
Sponsorship-aware coordination
Flags where a role needs sponsorship so the legal route can go to an authorised adviser.