Transfer & Relocation Agent
One international assignment touches three immigration regimes, two tax systems and a relocation supply chain at once - the agent runs the deterministic parts (immigration pathway, cost projection, assignment letters) and leaves the cost commitment and works-council consultation to a human.
Runs the deterministic parts of a cross-border assignment, immigration pathway, cost projection and assignment letters, leaving sign-off to a human.
Analyse your processA selection from over 5,000 projects in 25 years of software development
A compliant cross-border assignment depends on getting the immigration pathway, the A1 social-security certificate and the tax-equalisation position right across the US, the UK and the EU - and on keeping the cost decision human.
The agent runs the full assignment lifecycle up to the decision point. Deterministically it determines the immigration pathway, files the US LCA and prepares the I-129 and I-140 petitions, issues the UK certificate of sponsorship, files the EU IMI posting declaration and obtains the Regulation 883/2004 A1 certificate, generates assignment letters, configures host-country payroll and tracks the lifecycle. An AI layer projects assignment cost and calculates tax equalisation, surfacing indicators rather than decisions. A human owns the cost commitment, the immigration-risk assessment and works-council consultation. It all has to hold together because the US INA, the UK Skilled Worker route and the EU Posting Workers Directive apply at the same time.
Outcome: A 1,500-employee organisation with a 5 per cent assignee population typically runs 50 to 100 active assignments, with cumulative penalty exposure above USD 30M before reputational damage. Inconsistent documentation becomes evidentiary risk the moment a USCIS Request for Evidence, a UKVI sponsor compliance check or an IRS examination lands. An H-1B denial costs a speciality-occupation worker and delays the project. A UKVI sponsor-licence revocation removes every sponsored worker and bars re-application for five years. EU Posting Workers non-compliance can reach EUR 100,000 per posted worker. An IRS Section 911 failure opens double-taxation exposure with FBAR penalties up to USD 100,000 or 50 per cent of the account balance per violation. The everyday reality compounds it: in a typical mid-market company around 60 per cent of assignment letters are not versioned or centrally findable, roughly 70 per cent of assignees hit a tax-compliance gap, the A1 certificate is missing for 40 to 60 per cent of EU postings, and up to 15 per cent of H-1B petitions draw a Request for Evidence.
The agent breaks the assignment lifecycle into 13 deterministic decisions, 3 ML-augmented indicators and 1 mandatory human escalation - the manager's assignment approval and works-council consultation - each with its statute, audit trail and appeal path:
An international assignment crosses three immigration regimes and two tax systems, and the agent breaks it into 14 decisions - keeping the cost commitment and works-council consultation in human hands.
Cross-border employee transfer runs into three parallel statutory regimes, on top of tax compliance and social-security coordination. The US INA governs the H-1B and L-1 routes, the EB immigrant petitions and Form I-9 verification. The UK Skilled Worker route (under Immigration Rules HC 1779) requires a sponsor licence, a certificate of sponsorship and the GBP 38,700 minimum salary. The EU Posting Workers Directive 96/71/EC sets host-country conditions while Regulation 883/2004 governs the A1 social-security certificate. On top sits tax compliance - the IRS Section 911 exclusion and the UK Statutory Residence Test, reconciled through a double-taxation agreement. Every international assignment in a large or upper-mid-market corporation triggers cumulative obligations across both jurisdictions, with penalty exposure above USD 30M.
The international assignment as a compliance trap
This agent follows the Decision Layer principle: each decision is either rule-based, AI-assisted, or explicitly assigned to a human - and the human spots are reserved for assignment approval and works council co-determination.
A line manager nominates an engineer for a 3-year assignment from London to Frankfurt to lead a project team. HR generalist sends an email-attachment assignment letter, the cost projection lives in a spreadsheet on a departed colleague’s drive, immigration filing happens via a personal contact with an immigration lawyer who emails forms back and forth. Three months later the engineer arrives in Frankfurt without an A1 certificate, the German tax authorities open an investigation, the works council escalates because they were not consulted, and the project loses 6 weeks while the team rebuilds the assignment properly under the EU Posting Workers Directive and Regulation 883/2004, with the IMI declaration filed. The same scenario unfolds when a US assignee arrives in London without a Certificate of Sponsorship under the UK Skilled Worker visa: the sponsor licence enters compliance review and 80 sponsored workers across 12 sponsor entities face revocation risk.
The problem is not HR negligence. It describes the normal state in mid-market organisations that maintain international assignment programmes across legacy structures: a spreadsheet for cost projection, an email-attachment archive for assignment letters, a paper folder for immigration filings, a separate tax provider for tax equalisation, a relocation services provider for logistics. Each system has its own logic, its own permissions, its own gaps. A US Global Mobility Director facing a USCIS Request for Evidence does not know whether the LCA public access file contains the prevailing wage determination from the time of filing. A UK HR generalist responding to a UKVI sponsor compliance check does not know whether the Sponsor Management System reflects the actual deployment of sponsored workers. An EU compliance officer fielding an EU Posting Workers Directive enforcement does not know whether the IMI declaration was filed for every posted worker.
The US: H-1B, L-1 and the I-9
The agent runs US visa pathway determination deterministically, filing the LCA and preparing the I-129 and I-140 petitions across the H-1B, L-1 and EB categories. An H-1B turns on a degree-level speciality occupation, a prevailing-wage determination via DOL OES, and the LCA public-access file 30 days after filing, with premium processing available for a 15-day adjudication. An L-1 requires a qualifying organisation and one year of continuous employment in the three years before transfer, in either the L-1A executive-manager or L-1B specialised-knowledge form.
The EB immigrant petitions cover extraordinary ability, outstanding researchers, multinational managers and advanced-degree workers, filed on Form I-140 with PERM labour certification where required. Separately, Form I-9 verifies employment eligibility under IRCA: the ICE worksite-enforcement unit audits it, with civil penalties up to USD 2,789 per violation and criminal exposure for a pattern of violations.
The UK: Skilled Worker and the sponsor licence
The UK Skilled Worker route operates under Immigration Rules HC 1779. The employer needs an A-rated sponsor licence from UKVI, and the Sponsor Management System is where certificates of sponsorship are allocated and assigned. The sponsor carries reporting, record-keeping and cooperation duties - including right-to-work checks and UKVI compliance visits. The salary must meet GBP 38,700 from April 2024 or the higher going rate, with the immigration health surcharge and a biometric residence permit on top.
Beyond the main route, the Senior or Specialist Worker visa covers intra-corporate transfers after 12 months’ prior employment, and the Innovator Founder, Graduate and Global Talent routes serve other cases. The agent verifies the sponsor licence, assigns the certificate of sponsorship through the Sponsor Management System, checks the minimum salary and manages the sponsor’s compliance duties.
The EU: posting rules and the A1 certificate
The Posting Workers Directive 96/71/EC, with its 2018 revision, governs intra-EU and inbound postings. A posting runs up to 12 months (extendable to 18) and must meet the host Member State’s minimum conditions - working time, rest, paid holiday, minimum pay and equal treatment. The IMI Internal Market Information system requires a posting declaration with a designated contact person.
Regulation 883/2004 coordinates social security: the A1 certificate, issued by the sending Member State, confirms that home-country social security still applies. Article 12 covers a posting of up to 24 months, Article 13 covers multi-state activity in two or more Member States, and Article 16 lets the competent authorities agree an extension. Where the case fits, the ICT-Card route handles intra-group transfers and the Blue Card route handles highly qualified employment above 1.5 times the national average salary. The agent obtains the A1 certificate, files the IMI declaration and applies the ICT-Card or Blue Card pathway as applicable.
Where it connects to the other agents
The Transfer Relocation Agent feeds immigration pathway, tax equalisation and cost projection to the Onboarding, Payroll Processing, HR Document Management and Compensation Benefits agents, and it triggers the Audit Compliance Agent on sponsor-licence compliance, a USCIS Request for Evidence or EU posting non-compliance. Two of its three core components - the assignment lifecycle engine and the immigration filing engine - are generic infrastructure. Any Decision Layer agent that orchestrates cross-border workforce flows needs versioned assignment documentation with validity periods, and any agent that totals assignment cost needs the AIRINC, Mercer and ECA International benchmarks. The Payroll Processing Agent reuses the host-country payroll configuration this agent produces, the HR Document Management Agent reuses its signed assignment letters, and the Audit Compliance Agent needs its proof of the A1 certificate, the IMI declaration, the LCA public-access file, the certificate of sponsorship and the tax filing.
At a glance
- 13 deterministic decisions, 3 ML-augmented indicators and 1 mandatory human escalation
- US immigration pathway determination across the H-1B, L-1 and EB routes, with the I-9, I-129 and I-140
- UK Skilled Worker route via the Sponsor Management System and certificate of sponsorship, at the GBP 38,700 minimum salary
- EU posting orchestration under Directive 96/71 and Regulation 883/2004, with the A1 certificate and IMI declaration
- Tax equalisation across IRS Section 911, UK HMRC PAYE and the Statutory Residence Test, reconciled by treaty
- Cross-border data transfer under GDPR Article 88 and the Articles 44-50 safeguards, including Schrems II and the EU-US Data Privacy Framework
Decision-Maker Distribution Transfer-Relocation
| Decision Type | Count | Example | Challengeable |
|---|---|---|---|
| R Rule-based | 10 | Transfer intake and pathway determination, the EU A1 certificate, the US H-1B LCA, the UK certificate of sponsorship, assignment-letter generation, visa coordination, relocation logistics, payroll configuration and audit-trail logging | not applicable |
| A AI-augmented | 3 | Cost projection, tax-equalisation calculation and assignment lifecycle tracking | auditor |
| H Human escalation | 1 | Manager review, assignment approval and works-council consultation | not applicable |
Micro-Decision Table
Who decides in this agent?
14 decision steps, split by decider
Receive a transfer request and route it by event, type, and jurisdiction Is each transfer request classified by event (promotion, restructuring, project assignment, skill-gap fill, employee-initiated move, acquired-entity transfer, or repatriation), by assignment type (short-term, long-term, permanent, business traveller, virtual, or commuter), by origin and destination jurisdiction (US, UK, EU Member State combinations), and by immigration pathway (visa, work permit, intra-corporate transfer, or posted worker)? Rules Engine
Intake classification is rule-based: the agent reads the transfer event, the assignment type and the origin and destination jurisdictions, then routes to the right immigration pathway under the relevant US, UK or EU regime. No judgement is involved, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Determine the immigration pathway and verify its prerequisites Are the assignment characteristics mapped to an immigration pathway - the US H-1B and L-1 routes or an EB immigrant petition, the UK Skilled Worker visa with an A-rated sponsor licence and the GBP 38,700 minimum salary, or an EU ICT-Card, Blue Card, or posted-worker A1 - with the route-specific prerequisites verified? Rules Engine
The pathway follows fixed rules from the USCIS Policy Manual, the UKVI sponsor guidance and the EU posting and Blue Card directives. The agent maps the assignment to a visa category and verifies the prerequisites - sponsor-licence status, I-129 petitioner eligibility, L-1 qualifying-organisation criteria - so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Project the total assignment cost and configure the relocation package Is the total assignment cost computed - base salary, the cost-of-living adjustment from the AIRINC, Mercer, and ECA benchmarks, hardship, housing, transportation, home-leave, and education allowances, the tax-equalisation gross-up and hypothetical tax, benefit and pension continuation, the relocation package (household-goods shipment, temporary accommodation, destination services, cross-cultural training, spouse career and school support), and the immigration and tax-compliance fees? AI Agent Auditor
Cost projection is ML-augmented, drawing on cost-of-living benchmarks from AIRINC, Mercer and ECA International to model the total assignment cost. The model output is an indicator, not the final decision, and the tax-equalisation calculation behind it follows IRS Section 911, UK HMRC PAYE and the applicable double-taxation agreement.
Decision Record
Challengeable: Yes - fully documented, reviewable by humans, objection via formal process.
Challengeable by: Auditor
Apply the EU Posting Workers Directive, the A1 certificate, and the IMI declaration For an EU posting, are the host Member State's minimum employment conditions applied under the Posting Workers Directive 96/71/EC (with the revised equal-pay-for-equal-work rule), the IMI posting declaration filed with a designated contact person, and the A1 social-security certificate obtained from the competent authority under Regulation 883/2004 - Article 12 for postings up to 24 months, Article 13 for multi-state activity, or an Article 16 exception agreement? Rules Engine
EU posting compliance is rule-based under the Posting Workers Directive 96/71/EC and Regulation 883/2004 on social-security coordination. The agent applies the host-country minimum conditions, files the IMI declaration and obtains the A1 certificate from the competent authority, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Prepare the US LCA and the Form I-129 petition for filing For the US route, is the LCA (ETA 9035) prepared with the DOL prevailing-wage determination and the public-access file opened 30 days post-filing, and the Form I-129 petition assembled with its H-1B or L-1 supplement and supporting evidence (the employer-employee relationship, speciality-occupation or specialised-knowledge proof, and the qualifying-organisation and prior-employment evidence), with premium processing where chosen? Rules Engine
US filing is rule-based under the INA: the H-1B speciality-occupation test (8 USC 1184(i)) and the L-1 intracompany-transferee rules, with the DOL LCA (ETA 9035) and the I-129 petition prepared to USCIS instructions. The procedure is fixed, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Assign the UK certificate of sponsorship through the SMS For the UK route, is the A-rated sponsor licence verified, the certificate of sponsorship assigned through the Sponsor Management System, the minimum salary checked (GBP 38,700 from April 2024 or the higher going rate, plus the immigration health surcharge and biometric residence permit), and the sponsor reporting, record-keeping, and cooperation duties met? Rules Engine
UK Skilled Worker filing is rule-based under the Immigration Rules (HC 1779) and UKVI sponsor guidance: verify the A-rated sponsor licence, assign the certificate of sponsorship through the Sponsor Management System, and check the GBP 38,700 minimum salary or the higher going rate. The procedure is fixed, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Configure the tax-equalisation position across the US and UK Is the tax-equalisation policy configured - for a US-resident assignee, the Section 911 foreign earned income exclusion (Form 2555) with the residence and presence tests, the foreign tax credit, and the FBAR and Form 8938 filings; for a UK assignee, the Statutory Residence Test with the P85 and Modified PAYE for short-term business visitors - reconciled through the applicable double-taxation agreement and the 183-day rule? AI Agent Auditor
Tax equalisation is ML-augmented, applying treaty positions across IRS Section 911 and UK HMRC PAYE through a tax-treaty matrix. The model output is an indicator, not the final decision - a mobility-tax specialist confirms the position.
Decision Record
Challengeable: Yes - fully documented, reviewable by humans, objection via formal process.
Challengeable by: Auditor
Generate the assignment letter and supporting documents Is the jurisdiction-specific assignment letter generated - with the secondment and intra-group-services agreements and the relocation-package documentation - signed with a qualified electronic signature (eIDAS in the EU, ESIGN and UETA in the US), and assembled into a package covering the tax-equalisation and relocation policies, the benefit-equalisation and repatriation terms, governing law and dispute resolution, and the works-council co-determination evidence? Rules Engine
Document generation is rule-based: a jurisdiction-aware template engine assembles the assignment letter and signs it with a qualified electronic signature under eIDAS in the EU or the ESIGN Act and UETA in the US. The output follows fixed templates, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Coordinate the visa application, biometrics, and consular interview Is the visa application coordinated end to end - the DS-160 or DS-260, the UK biometric residence permit, or the EU Member State residence permit - collecting the required documents (assignment and sponsor letters, financial evidence, tax records, background check, medical exam), scheduling the biometric capture and consular interview through VFS Global or TLScontact, and tracking the application and any RFE through to entry? Rules Engine
Visa coordination is rule-based: schedule the consular appointment, collect the required documents and track the application through to entry, integrating with VFS Global, TLScontact and the relevant immigration portals. The workflow is fixed, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Manager approves the assignment and reviews flagged risks Does a designated approver (Global Mobility Director, HR Director, CHRO, Tax Counsel, Immigration Counsel, Finance, or Business Unit Leader) confirm the assignment terms, cost projection, tax equalisation, relocation package, immigration pathway, and works-council evidence, and review every flagged item - a cost overrun, a tax-compliance gap, an immigration or sponsor-licence risk, or a cross-border data-transfer adequacy concern? Human
Approval stays human because it carries the financial commitment and the immigration-risk judgement. SOX Section 404 internal controls and PCAOB management-review requirements apply, and EU works-council co-determination governs the consultation, so a person signs off the assignment.
Decision Record
Challengeable: Yes - via manager, works council, or formal objection process.
Orchestrate the relocation logistics and destination services Is a relocation services provider engaged to coordinate the move - the household-goods shipment, temporary accommodation, destination services, cross-cultural and language training, spouse career assistance, school search, and property management at both home and host - across the departure and arrival services? Rules Engine
Logistics orchestration is rule-based: engage the relocation provider, track the service-level agreement and capture costs across origin and destination. The coordination follows fixed rules, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Configure host-country payroll, benefit equalisation, and pension continuation Is the payroll arrangement chosen (host, home, shadow, or split payroll, or an Employer of Record) and the benefit equalisation configured - medical, life, and disability cover, home-pension continuation or host participation, and Social Security totalisation under Regulation 883/2004 - with the A1 certificate applied for an EU posting and the tax-equalisation gross-up and compliance filing in place? Rules Engine
Payroll configuration is rule-based: choose the host, home, shadow or split-payroll arrangement, apply benefit equalisation and social-security totalisation, and integrate with the global payroll system. The setup follows fixed rules, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Track the assignment lifecycle and run periodic compliance reviews Are the assignment milestones tracked - arrival, the 30- and 90-day check-ins, the annual review, tax-filing assistance, immigration renewal, extension or termination, and repatriation planning - with a periodic compliance review of immigration status, tax residency, Social Security totalisation, cross-border data transfer, and sponsor-licence compliance? AI Agent Auditor
Lifecycle tracking is ML-augmented, monitoring milestones and periodic compliance against the assignment record. The model output is an indicator, not the final decision, so a person acts on flagged items.
Decision Record
Challengeable: Yes - fully documented, reviewable by humans, objection via formal process.
Challengeable by: Auditor
Write the audit trail and apply the retention schedule Are decision records logged with reasoning, timestamps, signatures, and access events - the immigration and tax filings, assignment letters, cost projections, A1 certificates, and relocation receipts - and retained on the applicable schedule (7 years under US SOX, 6 under the UK Companies Act, 10 under GDPR Article 30, the EU AI Act Article 12 system-log lifetime, and the Form I-9 rule)? Rules Engine
The audit trail is rule-based: every lifecycle event is logged with its reasoning, timestamp and signatures under GDPR Article 30 and the EU AI Act Article 12 record-keeping duty. Retention runs to seven years under US SOX, six under the UK Companies Act and ten under the GDPR. The logging is automatic, so the decision is rule-based.
Decision Record
Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.
Decision Record and Right to Challenge
Every decision this agent makes or prepares is documented in a complete decision record. Affected employees can review, understand, and challenge every individual decision.
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Assessment
Prerequisites
- Global Mobility Platform with assignment lifecycle management + cost projection + tax equalisation + multi-jurisdiction compliance (Workday Global Mobility + SAP SuccessFactors Global Assignments Management + Oracle Cloud HCM + Equus Software AssignmentPro + Topia Mobility Cloud + ServiceNow HR Service Delivery Mobility + Personio HRIS) capable of metadata + access control + retention engine + audit log + version control + diff visualisation + API integration
- Approved Assignment Letter Template Library per assignment type + jurisdiction (US + UK + EU Member State + state-specific) + employee category (active + repatriating + spouse-following + business traveller) + version control + jurisdiction-specific clauses per US INA + UK Skilled Worker + EU Posting Workers Directive + EU ICT-Card + Blue Card + tax equalisation + relocation package
- Centralised Retention Catalogue covering all assignment categories per jurisdiction with US SOX Section 802 7 years + IRS 26 CFR 1.6001-1 + UK Companies Act 2006 Section 388 6 years + EU GDPR Article 30 + 10 years + Form I-9 retention 3 years after hire or 1 year after termination + EU AI Act Article 12 AI system logs lifetime of system + 10 years post-decommissioning + state-specific retention requirements
- Immigration Filing Engine with USCIS Form I-129 + I-140 + LCA ETA 9035 + PERM ETA 9089 + UKVI Sponsor Management System SMS + Certificate of Sponsorship CoS + EU Member State immigration portal + ICT-Card application + Blue Card application + Posting Workers Declaration + IMI Internal Market Information system
- Tax Equalisation Engine with IRS Section 911 FEIE + Form 2555 + Form 1116 foreign tax credit + Form 8938 + FBAR FinCEN Form 114 + UK HMRC PAYE + Statutory Residence Test SRT + Modified PAYE STBV + Form P85 + Form P46(Expat) + Double Taxation Agreement + tax treaty matrix + hypothetical tax computation + tax gross-up + tax protection
- Relocation Services Coordination with Cartus + Brookfield Global Relocation Services BGRS + SIRVA Worldwide + Crown World Mobility + Graebel + Santa Fe + Weichert + Plus Relocation + Aires + service-level agreement tracking + cost capture + employee experience monitoring + multi-vendor coordination
- Works Council Co-determination Workflow per EU Member State (Germany BetrVG Works Constitution Act + France Comite Social et Economique CSE + Italy RSU Rappresentanza Sindacale Unitaria + Poland ZZ + Spain Comite de Empresa) + UK Information and Consultation of Employees Regulations 2004 + EU European Works Council Directive 2009/38/EC + collective agreement management + assignment-specific consultation
- EU AI Act 2024/1689 Article 4 AI Literacy + Article 13 Transparency + Article 14 Human Oversight + Article 26 Deployer Obligations + Article 50 Transparency for AI-generated content conformity for HR mobility AI even though not Annex III high-risk + Article 99 fines + AI compliance check bias audit + ISO 27001:2022 InfoSec + ISO 30414:2018 Human Capital Reporting and Disclosure + AICPA SOC 1 Type II + SOC 2 Type II + NIST SP 800-53 + NIST SP 800-171
What this assessment contains: 9 slides for your leadership team
Personalised with your numbers. Generated in 2 minutes directly in your browser. No upload, no login.
- 1
Title slide - Process name, decision points, automation potential
- 2
Executive summary - FTE freed, cost per transaction before/after, break-even date, cost of waiting
- 3
Current state - Transaction volume, error costs, growth scenario with FTE comparison
- 4
Solution architecture - Human - rules engine - AI agent with specific decision points
- 5
Governance - EU AI Act, works council, audit trail - with traffic light status
- 6
Risk analysis - 5 risks with likelihood, impact and mitigation
- 7
Roadmap - 3-phase plan with concrete calendar dates and Go/No-Go
- 8
Business case - 3-scenario comparison (do nothing/hire/automate) plus 3×3 sensitivity matrix
- 9
Discussion proposal - Concrete next steps with timeline and responsibilities
Includes: 3-scenario comparison
Do nothing vs. new hire vs. automation - with your salary level, your error rate and your growth plan. The one slide your CFO wants to see first.
Show calculation methodology
Hourly rate: Annual salary (your input) × 1.3 employer burden ÷ 1,720 annual work hours
Savings: Transactions × 12 × automation rate × minutes/transaction × hourly rate × economic factor
Quality ROI: Error reduction × transactions × 12 × EUR 260/error (APQC Open Standards Benchmarking)
FTE: Saved hours ÷ 1,720 annual work hours
Break-Even: Benchmark investment ÷ monthly combined savings (efficiency + quality)
New hire: Annual salary × 1.3 + EUR 12,000 recruiting per FTE
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Transfer & Relocation Agent
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Related Pages
Agent Blueprint Available
A full blueprint for Transfer & Relocation Agent is available with micro-decision decomposition, industry variants, and implementation details.
View BlueprintFrequently Asked Questions
How do the US visa routes - H-1B, L-1, and the EB immigrant categories - apply to an international assignment, and what does the LCA require?
How does the UK Skilled Worker visa, the sponsor licence, and the certificate of sponsorship work, and what is the minimum salary?
How do the EU Posting Workers Directive, Regulation 883/2004, the A1 certificate, and the IMI declaration apply to a posting into or within the EU?
How do the US Section 911 exclusion, UK PAYE, the Statutory Residence Test, and the double-taxation agreement apply to an assignee's tax?
How do GDPR Article 88, the Articles 44-50 transfer rules, Standard Contractual Clauses, Schrems II, and the Data Privacy Framework apply to cross-border assignee data?
How does the Transfer Relocation Agent differ from the Onboarding Workflow Agent and Payroll Processing Agent and HR Document Management Agent and Compensation Benefits Agent?
Can the agent be deployed over legacy spreadsheets, email-attachment, and paper-based assignment management, as mid-market and enterprise organisations typically run?
What Happens Next?
30 minutes
Initial call
We analyse your process and identify the optimal starting point.
1 week
Discover
Mapping your decision logic. Rule sets documented, Decision Layer designed.
3-4 weeks
Build
Production agent in your infrastructure. Governance, audit trail, cert-ready from day 1.
12-18 months
Self-sufficient
Full access to source code, prompts and rule versions. No vendor lock-in.
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