What do you need to do?
Some of these routes are the same ones your candidate will read about. Where that is the case we point you both at the same page rather than telling you different things.
Hire from abroad
The labour market impact assessment from your side. Recruitment, the prevailing wage, the transition plan, the $1,000 fee you cannot recover, and the things that make an application fail.
Explore → bHire someone already in Canada
Open permits, employer specific permits, students, and people on maintained status. Often faster than you expect, and the maintained status rule is not what most employers assume.
Explore → cKeep someone whose permit expires
A deadline problem rather than a paperwork one. The lead times, the thirty days, maintained status, and the ninety days you get if it is already too late.
Explore → dMove staff between offices
Intra-company transfers and the routes opened by trade agreements, most of which need no labour market impact assessment at all.
Explore → eBecome a designated employer
Designation under the Atlantic Immigration Program, and community pilot recommendations.
Explore → fStay compliant
Your obligations once someone is working for you, inspections, record keeping, and what a finding of non compliance costs.
Explore →Hiring in a particular province adds its own layer. Nova Scotia is set out separately.
Acting for both sides. Where an applicant and their employer both want it, and both give informed consent, we can act for the two of you together on the immigration file. One strategy, one timeline, one set of documents. Where a joint retainer would not be appropriate, we say so at the outset and set out the alternative.