How CrewHub Gateway works for employers

1. How CrewHub Gateway works

1. Register your business. Create an employer account and enter your business details so candidates know who is hiring.
2. Post your vacancy. Add the role, location, pay, hours, and any housing or transportation details you can offer. Each vacancy is reviewed before it goes live.
3. Review candidates who apply or who we refer. You see full profiles from job seekers who state they are authorized to work in the United States and are open to relocating.
4. Interview and hire directly. You choose who to interview, make the offer, and handle onboarding in your own way.

CrewHub Gateway is not a staffing agency. We do not employ the candidates, and we do not take a cut of anyone's wages. There is never a fee charged to a job seeker.

2. Who you will meet here

On work authorization, we want to be exact with you. Every job seeker on Gateway states that they are authorized to work in the United States, and we ask them to confirm it in writing when they create their profile. We check that a profile is complete and usable. We do not inspect anyone's documents and we do not verify employment eligibility, because that verification belongs to you as the employer, and it happens on Form I-9 after you make the offer. Treat a Gateway profile the way you would treat any other job application: a starting point, not a clearance.

Candidates come from a range of backgrounds. Some were admitted as refugees. Some were granted asylum. Some are permanent residents, and some are U.S. citizens. Many are looking to relocate for the right job.

You complete Form I-9 for every new hire exactly as you always have. Treat every candidate the same way regardless of background. CrewHub Gateway does not verify employment eligibility and does not provide legal or immigration advice.

3. What support a candidate may already have

Support varies widely. The candidate's profile is the place to find out what applies to them, not an assumption.

• Some people arrive through a resettlement agency. That agency usually helps with initial housing setup, basic household goods, and orientation for a limited period after arrival. After that period ends, they are on their own.
• Others were granted status while already living in the United States and never had agency support at all.
• Others have been here for years and are simply changing jobs.

Many candidates have limited savings, may not have a local credit history, and may not yet have a vehicle. These are practical barriers to starting a job, not reflections of how they will work.

4. What housing assistance actually means

When a candidate marks that they need housing assistance, that does not mean they are asking you to pay for or provide housing.

In most cases, it means they need help finding and securing something. They may not know the area, do not know which landlords are renting, and cannot easily view a property from four states away.

Where an employer does provide housing, as many agricultural operations do, that is a separate arrangement that you state clearly on the listing.

What has proven useful in practice:

• The names and numbers of two or three local rental agencies or landlords.
• An honest range of what rent costs locally and what a deposit usually runs.
• Whether anything is within walking or biking distance of the worksite.
• A note on whether a car is effectively necessary.
• A heads-up on what documents local landlords typically ask for.

5. Other practical things that help

None of these are obligations. They are suggestions that many employers have found make the first weeks go more smoothly.

• The school district office contact and how enrollment works locally, for a candidate bringing children.
• Where the nearest grocery store and bank are.
• Whether public transportation exists and what the realistic alternative is if it does not.
• The nearest clinic or urgent care.
• Where to go for a state driver's license.
• Whether anyone at the worksite speaks a second language.

A candidate's first two weeks are usually the hardest. An employer who has these answers ready loses far fewer new hires in that window.

6. Before you post

A quick mental checklist. You do not need every answer, but the more you have ready, the better your listing will perform.

• Do you know whether housing is available nearby and roughly what it costs?
• Can you give a candidate two local rental contacts?
• Do you know how someone gets to work if they have no car?
• Do you have the school district number?
• Are you able to be flexible in the first couple of weeks?

7. What we ask of employers

• Post accurate wages, hours, and conditions.
• Never ask a job seeker for money, for their original documents, or to hold their passport.
• Do not state a preference based on citizenship status, immigration status, national origin, or any other protected characteristic.
• Respond to applications, even if it is only to decline.