Foreign recruitment - hire international talent the right way

Foreign recruitment means sourcing and hiring workers from outside Canada. As a licensed recruitment firm, we help Canadian employers find international talent, run compliant recruitment (including Job Bank), and support LMIA and work permit processes so workers can join your team legally.

Yes. We are a licensed recruitment firm in multiple provinces. We comply with provincial recruitment legislation and work with our RCIC team to ensure immigration and TFWP compliance.

ESDC requires genuine recruitment efforts before approving an LMIA. We help you post on Job Bank and other channels, document recruitment, and run a process that meets ESDC standards - which supports both compliance and a stronger LMIA application.

We support employers across sectors: technology (including GTS), hospitality, agriculture, healthcare, construction, manufacturing, transportation, and others. Tell us your role and we'll confirm fit and process.

From defining the role and sourcing candidates, through recruitment documentation and LMIA (if required), to work permit support and pre-arrival - we coordinate so you have one team for recruitment and immigration.

No. It is prohibited to charge a foreign worker any fee related to their recruitment or their work permit, and employers remain responsible even if a third-party recruiter charged the fee on their behalf. As a licensed recruitment firm, we operate under provincial recruitment rules that reinforce this prohibition.

No. The prohibition on recruitment fees applies to any recruiter or agent involved in the hire, not just the employer directly. If you already work with an outside recruiter, we can review the arrangement to confirm it meets provincial licensing and TFWP requirements before you proceed.

ESDC requires genuine recruitment efforts documented over a minimum advertising period, typically at least four weeks, using Job Bank plus other channels appropriate to the occupation. We manage the advertising, track applicants, and document outcomes so the recruitment record supports your LMIA.

Most LMIA streams require a Job Bank posting alongside at least two other recruitment methods suited to the occupation and location. We prepare and place the posting, keep it live for the required period, and retain proof of posting for your application file.

Most recruitment-related refusals come from ads that don't run the full required period, are missing required details like wage or duties, or from incomplete records of who applied and why they weren't hired. We build a documented recruitment file from day one so it withstands ESDC review.

Compliant recruitment means no fees to the worker, accurate job postings that match the actual role and wage, genuine consideration of Canadian and PR applicants, and complete documentation of the process. Operating as a licensed recruitment firm means we're held to provincial standards on top of federal TFWP rules.

Start as soon as you know you'll need to hire, since the advertising period must run its full course before an LMIA can be submitted, and sourcing international candidates takes additional time on top of that. We can advise on realistic timing once we understand the role and stream.

Yes. We source and screen candidates for LMIA-exempt hires too, such as intra-company transfers or CUSMA roles, even though the Job Bank advertising rules don't apply. Our RCIC team confirms the correct LMIA-exempt category while we handle sourcing and screening.