Category: Practical Advice

Practical Advice

The Reality of Migrating Without a Strong Profile

Tate

The Harsh Truth About Finding Work Abroad

Many people dream of moving to countries like New Zealand or Australia for better job opportunities and a higher quality of life. However, the reality of securing employment as a migrant is challenging—even for highly skilled and qualified professionals. For those who lack specialized skills or proper qualifications, the barriers become nearly insurmountable.

Migration is expensive, time-consuming, and full of uncertainty. It requires not only meeting immigration benchmarks but also proving your value in a competitive job market. Without the right skills, experience, or professional background, the chances of long-term success are slim. Understanding these challenges early on can help individuals make better career choices and set themselves up for success before attempting migration.

The Challenges Faced by Skilled and Qualified Migrants

Even highly skilled professionals struggle to secure jobs abroad. Here’s why:

  • High Cost of Migration: Visa fees, relocation expenses, and the cost of living in a new country can quickly deplete savings.
  • Strict Immigration Rules: New Zealand and Australia require migrants to meet specific income thresholds to qualify for permanent residency. These rules exist to prevent financial hardship and protect local job markets.
  • Job Market Competition: Employers prefer hiring locals first unless a migrant has a rare, in-demand skill set.
  • Emotional and Psychological Stress: Uncertainty, rejection, and financial pressure can take a toll on mental health.
  • Time and Risk Factors: Finding a job as a migrant can take months or even years, and failure to secure employment within a given visa period can result in forced departure.

If even skilled professionals face these difficulties, those without qualifications or specialized experience have an even harder time.

Why Migration Without Skills or Qualifications Is a High-Risk Strategy

For those who lack formal training or years of experience in a specialized field, migration often leads to financial hardship rather than success. Many hopeful migrants believe they can secure jobs in low-skilled roles upon arrival, but most work visas are only granted to those earning above a certain income threshold. Without meeting these requirements, migrants often face:

  • Limited job options that don’t provide enough income to qualify for residency.
  • Legal and visa restrictions preventing them from working in certain industries.
  • Exploitation or job insecurity, as employers may take advantage of workers in vulnerable positions.
  • Failure to secure residency, leading to eventual return to their home country.

A Smarter Strategy: Invest in Skills First

Instead of taking the risk of migrating without qualifications, a better approach is to focus on upskilling and gaining specialized experience in your home country first. This not only improves job prospects abroad but also ensures financial stability and professional success at home.

Steps to Prepare for a Successful Migration:

  1. Choose a High-Demand Profession: Research occupations that are in demand in New Zealand, Australia, or other Western countries.
  2. Gain the Necessary Qualifications: A four-year trade certification or university degree is often required.
  3. Develop Years of Competent Experience: Migration authorities prioritize candidates who have proven their ability in the workforce.
  4. Become a High Performer in Your Industry: Employers seek candidates who have demonstrated success in their field.
  5. Test Your Success at Home First: If you can secure a good-paying job and grow professionally in your home country, your chances of success abroad increase significantly.

Successful people find more success because they understand how to excel in their industry. Achieve success once at home, then leverage that experience for migration.

The Pathway to Success: Job Pathway Navigator

For those serious about aligning their career with migration goals, click here: Job Pathway Navigator provides a structured approach to:

  1. Assess current skills and qualifications.
  2. Identify gaps and develop an action plan.
  3. Map out a step-by-step strategy to achieve high-demand status.
  4. Receive coaching for job applications, resume building, and interview preparation.

A well-prepared candidate has a much higher chance of securing employment, qualifying for residency, and integrating successfully into a new country. If you are ready to take control of your future, start by sending your CV to Tate@employmentforimmigration.nz for a professional evaluation.

Final Thoughts

Migration is not just about moving to another country—it’s about bringing value to your new home and ensuring long-term success for yourself and your family. Take the right steps before making the move, invest in your skills, and set yourself up for a career that can thrive anywhere in the world.

By building a strong professional foundation, you can turn your migration dreams into a sustainable and rewarding reality.

Practical Advice

Why a Video CV Gets You Hired Faster

Tate

It’s Not Just a CV—It’s a First Impression

A Video CV makes you more than a resume; It’s a lasting first impression. In a competitive job market, standing out is everything. A resume is just words on a page, but a Video CV brings you to life in a way that is much closer to the face-to-face interview experience where hiring decisions are made. It’s a way to make an impact before you even walk into the interview.

“When they see the short clip, they see you in an interview scenario answering a question about your strength. It’s just a way to pry the door open a little bit more. They get the call, they see the CV, but then there’s a Video CV and a short clip. And if they click once, even for two minutes, they see something real. They see you. And that might be all it takes to put you on the shortlist.”

Why It Works

  1. Instant Engagement – Employers receive dozens of applications, but a Video CV makes them stop and pay attention.
  2. Showcase Your Strengths – Instead of just listing skills, you demonstrate confidence, communication, and personality—all in one clip.
  3. Opens the Door to Conversations – The moment an employer watches your video, they start picturing you in the role. It makes getting a callback more likely.
  4. A Real Advantage Over Other Candidates – Most job seekers rely on text-based applications. A Video CV sets you apart and makes your name memorable.

Benefits with Performance

  1. Mastering Job Interview Responses – Learn how to integrate all your strengths into interview answers, ensuring you communicate the most valuable aspects of your experience.
  2. Confident Communication – Develop the ability to articulate your skills and achievements with confidence, making a strong impression on employers.
  3. Strategic Answering – Understand how to frame responses to highlight leadership, problem-solving, and adaptability, aligning with employer expectations.
  4. Demonstrating Value – Showcase not just what you’ve done but the impact you’ve had, reinforcing your value as a candidate.
  5. Personalized Presentation – Tailor your answers to resonate with each employer, ensuring you align your strengths with their needs.
  6. Handling Tough Questions – Learn strategies to navigate difficult interview questions with clarity and composure.
  7. Improved Storytelling – Develop compelling career narratives that illustrate your skills through real-world examples.
  8. Strength in Body Language – Use nonverbal communication effectively to reinforce confidence and professionalism.
  9. Reducing Nervousness – Gain practical techniques to manage interview anxiety and present yourself in a composed, authentic manner.
  10. Consistent Performance – Ensure every interaction, whether an interview, networking event, or employer call, reflects your best professional self.

The Bottom Line

Employers don’t just hire skills—they hire people. A Video CV makes you more than a resume; it makes you real. And sometimes, that’s all it takes to land an interview.

Stand Out from the Competition with Expert Job Interview Coaching

Ready to set yourself apart from 99.9% of professionals and master the job interview process? Our specialized service is designed to elevate your presentation, refine your responses, and showcase your skills with confidence.

With extensive experience creating hundreds of Job Interview Video CVs and Short Clips, we help professionals like you build a powerful personal brand that aligns with your expertise.

Get Started Today
Contact Tate for more details at tate@employmentforimmigration.nz

Practical Advice

The Dynamic CV: A Key to Unlocking Job Opportunities

Tate

In today’s competitive job market, a CV is more than just a document. It’s a tool that must captivate attention in seconds and also withstand the scrutiny of an in-depth review. This dual purpose is what sets an excellent CV apart from a merely “good” one. Let’s explore this concept using a real-world example — the transformation of a Civil Engineer’s CV from “good” to “exceptional.”

The Problem with “Good” CVs

The 2024 version of this Civil Engineer’s CV could be described as “good” by most people. It included:

  • A list of duties and responsibilities.
  • A professional summary.
  • Ten years of work experience in various roles.

However, these elements alone don’t suffice in today’s competitive market. A “good” CV might include the right sections, but it lacks depth—it’s flat, uninspiring, and fails to stand out.

The Transformation: From Good to Exceptional

By 2025, the same Civil Engineer’s CV had been completely revamped. It became a dynamic document that balanced attention-grabbing highlights with in-depth substance. Here’s a snapshot of the improvements:

The Seven Categories of Excellence:

1. Relevance of Information

  • Good CV: “Worked on various engineering projects.”
  • Exceptional CV: “Directed multimillion-dollar LEED-certified construction projects, achieving 20% faster completion times.”

2. Clarity and Conciseness

  • Good CV: Paragraphs outlining general tasks.
  • Exceptional CV: Bullet points such as:
    • “Optimized project workflows, improving efficiency by 30%.”
    • “Managed stakeholder engagement across 10+ large-scale projects.”

3. Use of Metrics

  • Good CV: “Oversaw project budgets.”
  • Exceptional CV: “Managed a $50M budget, delivering a 15% cost saving through efficient resource allocation.”

4. Professional Presentation

  • Good CV: Dense text blocks with basic formatting.
  • Exceptional CV: Modern design with strategic whitespace and ATS-friendly formatting, ensuring readability and system compatibility.

5. Demonstration of Core Strengths

  • Good CV: “Ensured compliance with regulations.”
  • Exceptional CV: “Implemented compliance protocols that passed audits with zero discrepancies, securing $10M in funding.”

6. Topline Features and Prioritization

  • Good CV: “Experienced engineer with a history of project management.”
  • Exceptional CV: “20+ years of experience leading high-stakes construction projects, delivering measurable outcomes in compliance and cost efficiency.”

7. ATS Analysis

  • Good CV: “Civil engineering, project management.”
  • Exceptional CV: “LEED-certified, compliance, resource optimization, large-scale project management, stakeholder engagement.”

The Core Concept of a Dynamic CV

An exceptional CV is not a biography; it’s a targeted marketing document. Its purpose is to:

  • Secure a spot on the shortlist.
  • Inspire curiosity about your value, leading to interviews.

To achieve this, a CV must:

  • Capture attention with bold, impactful highlights.
  • Offer depth through specific, quantifiable achievements.

Conclusion about CVs

The transformation of this Civil Engineer’s CV exemplifies the power of a dynamic document.  Job seekers are wasting their time with too many tasks and not enough benchmarkable content, too many opinions and not enough proof.  By moving from flat descriptions to value-driven accomplishments, the CV not only stood out but also achieved its ultimate goal: securing job opportunities. In today’s market, an exceptional CV isn’t just an advantage—it’s essential for success.

Moving Beyond CVs

The CV is essential it is standard, it can make the difference between getting shortlisted or not getting shortlisted.  But a CV is rarely a powerful document on its own.  Othe influencing factors involve the application process, multi-media content and using the power of story examples in the interview.  Psychologists have known since the 1960’s that a word document only communicates a tiny part of a message.  Most of the message is communicated by feelings, attitudes, body language, tone of voice.  (Rule of 7%)

What if you could present directly to employers and receive 80% personalized feedback consistently using the power of multimedia with content that ties your core strengths and achievements into the needs of the employer?  Ask Tate “How can I level-up my job search experience?”

Email Tate: tate@employmentforimmigration.nz

Practical Advice

If Suspect a Scam – Use This Checklist

Tate

Scams are becoming more sophisticated, and vulnerable groups like migrant job seekers are often targeted. This is because migrating for work is an expensive, unfamiliar process, and scammers exploit that uncertainty.

The good news is that you can protect yourself by following this comprehensive checklist. With these steps, you’ll gain confidence in evaluating job offers, verifying company legitimacy, and ensuring your hard-earned resources are safe.

Typical Profile of a Scammer

When seeking work abroad, it’s essential to recognize the telltale signs of a scammer. Scammers targeting migrants often exhibit these characteristics:

  1. Unregistered or Fake Companies
    • Operate under newly registered or unverifiable company names.
    • Use vague or incomplete business details, such as generic email addresses or missing physical office locations.
  2. Promises That Sound Too Good to Be True
    • Offer unusually high salaries or guaranteed visas with minimal effort.
    • Claim to have special connections with immigration authorities or employers abroad.
  3. Requests for Upfront Payments
    • Demand fees for visas, application processing, or job placement before providing proof of their legitimacy.
    • Insist on using untraceable payment methods like cryptocurrency or wire transfers.
  4. High-Pressure Tactics
    • Push you to act quickly by creating false urgency, such as saying “this is a one-time offer.”
    • Threaten to revoke the opportunity if you don’t comply immediately.
  5. Poor Communication
    • Use unprofessional or poorly written messages, often with spelling and grammar mistakes.
    • Provide vague answers or avoid direct questions about their legitimacy.
  6. Frequent Changes in Company Details
    • Alter their company name, email address, website, or phone number frequently.
    • Lack a long history of operating in their field, often closing operations quickly to evade detection.
  7. Target Vulnerable Individuals
    • Focus on people in desperate situations, such as migrants looking for work abroad.
    • Exploit unfamiliarity with the job market, immigration systems, or local regulations.

By identifying these red flags, you can steer clear of fraudulent schemes and protect yourself from financial and emotional harm. 

Here is a Simple Checklist

1. Start with Basic Research

  • Google search: Enter the company name and owner’s name along with keywords like “scam,” “fraud,” “reviews,” or “complaints.”
  • Social media presence: Check LinkedIn, Facebook, or Instagram for activity. A lack of genuine interaction can indicate fake profiles.
  • Review platforms: Use Trustpilot, Google Reviews, or Yelp to read feedback. Be cautious of repetitive, overly positive comments.

2. Verify Company Registration

3. Investigate Owners and Directors

  • Search the names of owners or directors using:
    • Google Advanced Search: “Name + fraud/lawsuit/bankruptcy.”
    • Public records: Look for connections to dissolved or flagged companies.
    • LinkedIn: Verify their experience and professional background.

4. Check Criminal and Legal History

  • Use available public records:
    • Australia: National Police Checks.
    • New Zealand: Court records or judgments.
    • Google News: Search for lawsuits or criminal investigations.

5. Evaluate Online Presence

  • Website domain age: Check using Whois Lookup. Scam sites often have newly registered domains.
  • Website quality: Look for spelling errors, vague descriptions, or stolen content. Check for plagiarism using Google.
  • Security: Ensure the website uses HTTPS and has an SSL certificate.

6. Assess Job Offers and Advertisements

  • Be cautious if:
    • Salaries seem too high for the role.
    • There are no qualification or experience requirements.
    • They request upfront payments or sensitive information.

7. Confirm Physical Presence

  • Use Google Maps or Street View to verify the office location.
  • Avoid addresses that appear to be residential or shared workspaces.

8. Watch for Behavioral Red Flags

  • Look out for:
    • Vague or sudden changes in policies.
    • High-pressure sales tactics or unprofessional communication.
    • Non-functional contact details.

9. Explore Migration-Specific Resources

  • Support services: Look for government or NGO services for migrants in your destination country.
  • Community forums: Join social media groups or forums where other migrants share their experiences and tips. 

Closing Encouragement

Taking these steps may seem like extra effort, but they’re worth it to protect yourself and ensure your job search is successful. Remember, scammers thrive on urgency and fear—by staying calm and following this checklist, you can make informed decisions and focus on genuine opportunities.

If you have doubts or need support, don’t hesitate to reach out to trusted advisors or migration support services. Together, we can make your job search safer and more successful.

Practical Advice

Job finding always begins with digging

Tate

Job finding always begins with digging out your skills.

  1. Dig to present
  2. Present to communicate
  3. Communicate to be considered for the next steps in the process:
    • Short list,
    • Job interview,
    • Job offer.

Everything depends on how well your skills are understood and presented. This is the art of job finding in a nutshell.

To discover exactly what that means to you and your job market and your employers’ skills demand, just send your CV to me at Tate@employmentforimmigration.nz for a response in about a day. Include a few sentences about your efforts so far and readiness to immigrate if you could please.

Practical Advice

Recruitment Challenges for Foreign Job Seekers in New Zealand and Australia

Tate

Recruiting Models in New Zealand and Australia: A Critical Evaluation for Foreign Job Seekers

Recruiters are a tempting avenue for many foreign job seekers, promising a connection to potential employers without upfront costs. However, the reality is far more complex and often less favorable for the majority of foreigners seeking employment in New Zealand and Australia.

The Pitfalls of Classical Recruitment

The classical recruitment model operates on a simple premise: a middleperson connects job seekers with employers, receiving a placement fee from the hiring company. While this model seems advantageous to job seekers as there’s no direct cost involved, it often presents significant barriers for foreigners due to barriers and limitations set by local employers. Recruiters will explain this to you if you simply ask them and I encourage you to reach out and test what I am writing here. Let me know what you experience.

Employer’s Viewpoint

From an employer’s perspective, engaging a recruiter involves substantial financial commitments. They’re obligated to pay a considerable percentage of the job seeker’s salary as a placement fee. For instance, a typical scenario might entail a $15,000 placement fee for a $100,000 salary. However, this fee is just the tip of the iceberg.

Before and after placement, employers face:

  1. Pre-placement Tasks:
    • Vetting the job seeker rigorously
    • Accepting higher risks and time investment
    • Holding a job position open for 4-6 weeks
    • Potential delays or denials from immigration authorities (INZ or AIS)
  2. Post-placement Considerations:
    • Additional costs and time related to further training or adaptation

If you are an employer, you must calculate the entire risk versus reward scenario in your mind before using recruiters to hire foreigners. The biggest cost for employers is not the $15,000 dollars. The biggest cost is the uncertainty and the time involved. And if that uncertainty and time is something the employer must work through on their own without any help, then why pay the $15,000 for a foreigner? Locals are faster placements and easier to vet. Therefore, local employers don’t see a reason to enter into deals with recruiters to hire foreigners 99+% of the time. They would rather put pressure on recruiters to find a local for a quick placement. And this is exactly what they do. Recruiters will tell you this.

When Does the System Work for Foreigners?

In my extensive experience, there are rare instances where recruiters might consider foreign candidates viable:

1. Niche Industry Experts:

  • Individuals with extensive, hands-on experience in industries where local placements are consistently high. For instance, a diesel mechanic with over two decades of “hands on” experience in a specialized field fixing diverse breakdowns on diverse machines in workshop and call-out environments. This is what I call a high value door-opener. I can get them in front of the best employers in New Zealand or Australia.

2. Perfect Fit Candidates:

  • In exceptional cases, a candidate who perfectly fits a job description might convince a forward-thinking recruiter to challenge the norm. This requires a recruiter who’s willing to think beyond the usual preference for local hires. And this can happen for candidates, like a brain surgeon that specialises in a rare condition connecting to a hospital that requires exactly that narrow skillset. I have placed highly skilled specialists in quality jobs, including hospitals but not only.

The Way Forward for Job Seekers

If you fall into the above categories, connecting with recruiters might be an option. However, consider approaching employers directly for better prospects. By accessing the entire job market, you enhance your chances compared to the limited scope of recruiters.

Final Thoughts

Navigating the recruitment landscape in New Zealand and Australia as a foreign job seeker can be challenging. While recruiters may seem like a shortcut, they often present barriers rather than opportunities. Yes, they are easy to talk with. Ring them up and ask them whether they can help you find work today. I believe after some time, you will come to understand that my blog post here is saving you time and bringing focus to your job search. Directly engaging with employers can provide a broader range of options and increase your chances of securing employment.

If you seek further insights into finding recruiters or approaching employers directly, feel free to send your CV to tate@employmentforimmigration.nz, and I’ll provide tailored guidance within a day.

Understanding the dynamics of recruitment models is crucial for making informed decisions in your job search.

This blog aims to provide a clear perspective on the recruitment challenges faced by foreign job seekers in New Zealand and Australia. If you’d like more details or specific information, don’t hesitate to reach out!

Kiwis Working with Kiwis

Aussies Working With Aussies

Practical Advice

A short Checklist: Are You Able To Get Hired In New Zealand Or Australia?

Tate

Have you ever wondered how easy or difficult it will be for you to get hired?

Here are the 3 main inicators of hirability
1) Skill level
2) Qualifications
3) Role demand

Highly skilled candidates: New Zealand and Australia are particularly interested in workers who have demonstrated expertise in a specific field and can add significant value to employers. If you have a track record of excellence in your field, you are likely to be in high demand. However, if you haven’t had the opportunity to develop high-value skills, you may face the challenge of differentiating yourself from local jobseekers. To overcome this challenge, it’s important to emphasise what makes you different and how you can make a unique contribution to the NZ/AU job markets.

Relevant qualifications: Employees with relevant qualifications are highly sought after in both New Zealand and Australia. Generally, a full trade qualification or at least a Bachelor’s degree is required, sometimes higher depending on the role. If you have these qualifications, along with high-value skills, you are likely to be in high demand. However, if you do not have the specific qualifications required for a particular industry, your skills may still be able to compensate in some cases. For example, some industries may prioritise skills over formal qualifications. However, it’s important to note that certain professions, such as doctors and plumbers, typically require specific qualifications that cannot be overlooked.

Roles in high demand: Our job markets are particularly interested in candidates who can fill roles in skills shortage areas. It’s worth noting that being on an official skills shortage list is not a prerequisite for being considered for a high demand role. Sometimes in-demand roles aren’t widely advertised and it’s important to understand that demand arises when employers have a genuine need for a particular skill. It could be a highly specialised niche that is not widely known. For example: I assisted a drone designer / distributor / business owner find work with New Zealand’s largest drone company. There is no list anywhere that considers that candidate as a high demand role for New Zealand. But that employer understood he was the best guy in South Africa with population 60 million. He was ready to hire him instantly. So keep an eye out for job advertisements, but also explore hidden opportunities that your skills may attract.

In summary: We are looking for overseas candidates with high-value skills and relevant qualifications who can fill roles in high-demand sectors.

Basic strategy: By showcasing your expertise, highlighting what makes you different and targeting employers who need your specific skills, you will increase your chances of being a desirable candidate for employment in our part of the world.

For a free assessment of your skills, send your CV with a few comments about your status to me at tate@employmentforimmigration.nz I answer in about a day.

Practical Advice

Job Success for Migrants: Preparation is the Key

Tate

Having a great time with Clients who are at the job application stage.

Some universal truths for the job search include:

  1. Prepare well – This makes every part of the job search easier, clearer, faster and more effective.
  2. Personalise it – If you want a personal response, the effort on your part should be as personal and direct as possible.
  3. Deliver competently – The learning curve is steepest in the beginning and takes years to master, but you don’t need mastery to succeed. Competence is all you need, and that doesn’t have to take long.
  4. Deliver consistently – Steady progress is the most predictable path to ultimate success. Even slow and steady progress is much better than short bursts of inspiration followed by long delays.
  5. Continuous improvement – If you improving at a steady rate, you will always win on a long enogh timeline. You know your project is over when you win. It might take 1 week or much longer. If you are committed, you will get there.

Wrapped together, the above 5 items might be considered “5 Pillars” of success in job hunting.

To find out more about this process and how you can maximise your success today, send your CV to me at tate@employmentforimmigration.nz Let me know your situation briefly. I will respond within a day.

Practical Advice

Owning Your Story, Owning Your Success: Why taking ownership of your CV and Cover Letter is so important

Tate

While CV writers and tools such as ChatGPT can provide valuable assistance, the candidate is ultimately responsible for the content of their profile.

Candidates must take ownership of the content of their CV and cover letter, as well as LinkedIn and any other profile materials given to employers..

While CV writers and tools such as ChatGPT can provide valuable assistance, the candidate is ultimately responsible for the content of their profile. Here’s why it’s important to take responsibility:

Authenticity: Employers value authenticity and want to know about the real candidate, their skills, experiences and achievements. Taking ownership ensures that the content accurately reflects the candidate’s background, allowing employers to make informed decisions based on real information.

Personalisation: Every candidate is unique, with different qualifications and achievements. Content ownership allows candidates to tailor their profiles and application materials to specific roles and companies. It allows them to showcase their strengths and align their experience with the employer’s requirements.

Language and tone: Language and tone play an important role in conveying personality and professionalism. Candidates who take ownership of their content can ensure that the language used in their CVs, cover letters and other materials is authentic and represents their own voice. This helps to create a consistent and engaging narrative that resonates with employers.

Confidence and ownership: By taking responsibility for the content of their application, candidates demonstrate confidence in their abilities and a sense of ownership of their career journey. Employers appreciate candidates who can articulate their experiences and achievements in their own words, highlighting their unique value proposition.

Interview preparation: When candidates take ownership of their application materials, they become intimately familiar with the content. This knowledge and understanding is crucial during interviews, as candidates are able to speak confidently about their experience and answer questions relating to their CV or cover letter.

The employer’s perspective: Employers may specifically ask candidates if they have written their own CV. This question serves as an indicator of a candidate’s authenticity and ownership. Answering ‘yes’ reinforces the candidate’s credibility and integrity and demonstrates their commitment to presenting themselves accurately.

In summary, taking ownership not only builds credibility, but also prepares candidates for interviews where their familiarity with the content can be an asset. Ultimately, candidates empower themselves and increase their chances to be hired when they take full responsibility for all of their profile materials.

Ultimately, candidates empower themselves and increase their chances to be hired when they take full responsibility for all of their profile materials.

Practical Advice

Are you a top performer without qualifications? Not a problem!

Tate

Qualifications requirements often prevent emigration decisions. Without qualifications, many roles are not available to people. However, there is a hack that can be used if you are a top performer in your industry. Top performers have a unique demand profile from the viewpoint of employers. If this is you, give me your CV and let’s have a chat. tate@employmentforimmigration.nz