A Labour Market Impact Assessment is a type of labour certification test that must be issued positively in order for a Canadian employer to hire a foreign national.  This is a lengthly and arduous process.  LMIAs are assessed by Employment and Social Development Canada and must be applied for well in advance of any planned start date.  The fundamental component of the LMIA Application Process is the advertising and recruitment phase, which must meet ESDC’s Minimum Advertising Requirements.  This is at minimum 4 weeks in duration, and often extends many weeks or months longer, depending upon the nature and complexity of the position.  Add to this lengthy processing times, typically between 2-5 months, and the entire process of just obtaining employer-side authorization to hire foreign workers takes the better part of 6 months to complete.  With processing of work permits in addition to all of this, the hiring a foreign national through the LMIA process takes many employers 8 -12 months if there are no delays or additional requests.

Our placement fees start at $2,500 per candidate.  We offer discounts for multiple candidates. 

We try our best to keep things as simple as possible.  We will begin with an initial conversation to discuss your hiring needs and vacancies.  During that conversation we will tell you what is possible and what we are looking at in terms of realistic timelines.  From there, we will send you a simple Placement Agreement that outlines our responsibilities and terms.  Upon engagement, we will then send you a formalized outline of the plan moving forward.

All candidates placed through us become your employee of record.  We act as recruitment agents only, not a third-party employer.

First, an order is placed with us for the number of desired candidates to be placed.  Job titles, job descriptions, compensation packages and other employment terms are finalized at this time.  We then actively source candidates in the international markets where we are present.  A shortlist of candidates is then prepared and presented to you, usually within 30 days.  Interviews are then facilitated, either by video conference, telephone or in-person.  Written offers of employment are then prepared and sent to candidates for their acceptance.  Upon their acceptance, we will then prepare and submit the official Offer of Employment to Immigration, Refugees and Citizenship Canada (IRCC) through your Employer Portal account.  For visa-required candidates, work permit applications are prepared and sent to an overseas IRCC visa office for processing.  Once work permits are approved, candidates travel to Canada and commence work.

Yes.  Final hiring decisions ultimately rest with you the employer.

Placements range between 8 months and 2 years.  

Crafting an attractive compensation package is critical to recruiting and retaining the best available talent.  The ultimate decision on compensation will be yours, but we are available to provide our input on what we think makes sense for each situation.

Ultimate hiring decisions remain with you, the employer.  While we also do our absolute best in screening and presenting great candidates to you, there are sometimes, although rare, instances when candidates don’t perfectly fit within a company’s culture.  If, within the first 15 days of a candidate commencing work, things are not working out as planned, we will discuss options available to replace them at no cost to you.

Although candidates placed through us arrive in Canada on employer-specific work permits, they are not obligated to continue working to the end of any fixed term.  This is simply Canadian employment law.  If things don’t work out as planned, and an employee quits early, we would be happy to discuss options available to find a replacement for you.

Processing times vary from country to country, but most of our candidates are here in 6-8 weeks.  For those qualified under the Global Skills Strategy, processing times are as quick as 2-3 weeks.

You are not required to provide housing.  However, some employers are able to provide staff housing and use this as a means of bolstering the attractiveness of their job offer.  But ultimately, housing and related expenses are the sole responsibility of the candidate.

Firstly, we only use LMIA-exempt immigration programs to relocate candidates to Canada.  This means that we bypass the LMIA process and any ESDC involvement.  This results in less expense, less hassle and less government involvement.  Secondly, we recruit and place candidates on a fixed-fee basis, not a percentage basis.  Thirdly, we recruit in markets that are underrepresented by other agencies.  We believe that we present for selection, on average, higher quality candidates, with better language abilities and job readiness, than other foreign worker recruitment agencies.  We’ve been doing this for a long time and understand all aspects of the international recruitment cycle.

Yes, we are licensed and bonded.  We hold a valid Temporary Foreign Worker Recruiter license with the Province of British Columbia, with a security bond posted with the Minister of Labour.  We also hold a valid immigration services license with the Immigration Consultants of Canada Regulatory Council, R508275.

All of our candidates have at least an intermediate level of English.

No.  However, some employers, depending on position, will be happy to cover the cost of relocating a candidate’s spouse and/or family to Canada as part of the compensation package being offered.

No. We provide candidates through International Mobility Programs, which allows us to bypass ESDC’s LMIA process, thus eliminating the need to conduct prescribed advertising.

ESDC’s Federal Temporary Foreign Worker allows Canadian employers access to foreign workers in any occupation from any country in the world.  Getting access to the TFWP requires that employers go through the very tedious and unpredictable Labour Market Impact Assessment process that relies upon ESDC providing a Positive/Neutral/Negative assessment of the impact that offering a position to a foreign worker will have on the Canadian labour market.  This also requires Employers to create and submit Transition Plans and/or Labour Market Benefits Plans to ESDC, which are legally binding contracts between ESDC and Canadian Employers outlining on-going activities that the Canadian Employer commits to performing in order to reduce or eliminate the use of foreign workers in their business.

We bypass all of that and use LMIA-Exempt Streams only to access the world’s best talent.