Research on migration usually focusses on the role of states in defining the “wanted” migrants who receive facilitated access to specific national territories. However, many countries apply a demand-driven admission policy in which employers play a central role in selecting candidates for migration. This article investigates the role of employers in the Migration-Mobility Nexus by analysing the relocation support they provide to different groups of migrants. We use a mixed-method approach based on a qualitative analysis of ethnographic data and a quantitative analysis of the Migration-Mobility Survey to observe who has more power to negotiate advantageous relocation conditions and in this sense represents a more “wanted” migrant for profit-oriented actors. Via a logistic regression model, we show that, all other variables being equal, employers tend to favour highly qualified men from Anglo-Saxon countries, whereas non-single women and people of West African and Portuguese origins have a much lower probability of receiving support from their employer. This article adds to the literature on the construction of migrant categories by showing that highly qualified men from rich Anglo-Saxon countries are actively given the possibility to become “expats”, whereas people with similar levels of qualification and experience but with a different gender, nationality or background have fewer opportunities to access employers’ support and migrate. In this sense, the very notion of “expat” is a construction that reflects power relations at a global level.