Corporate Immigration
Hiring from abroad can solve a real shortage, but the employer carries obligations from the first job posting until long after the worker arrives. The right pathway depends on the position, the worker's country of origin and your company's structure. Many foreign workers can be hired through programs that do not require an LMIA.
Choosing well at the start saves months and staying compliant protects your ability to hire again. We step in to handle the strategic planning and compliance for you so you can focus entirely on growing your business and welcoming your new team members.
What we handle for employers
If you are not sure which route fits the role, start with a consultation.
Work permits that need an LMIA
- Labour Market Impact Assessments (LMIA) in the high wage and low wage streams, including recruitment and advertising that meet Employment and Social Development Canada (ESDC) requirements
- Global Talent Stream applications for highly skilled and in demand roles
Work permits that do not need an LMIA
- Intracompany transfers for executives, senior managers and employees with specialized knowledge
- LMIA exempt work permits under free trade agreements such as the Canada United States Mexico Agreement (CUSMA) and significant benefit work permits
- Francophone Mobility work permits for French speaking workers hired outside Quebec
- Business visitors and short term work permit exemptions, including confirming when a work permit is actually needed
After the hire
- Employer Portal job offers, work permit extensions and permits for accompanying family members where eligible
- Employer compliance, including record keeping and responding to ESDC or IRCC inspections
- Pathways to permanent residence for key employees, including provincial employer driven streams
What the process involves
Reviewing the role, the candidate and your company to find the right route. Many positions qualify for an LMIA exempt permit, which can save months and the cost of an LMIA.
If an LMIA is needed, running recruitment that meets ESDC rules, setting the wage at the prevailing rate and preparing the application.
Preparing the worker's application, including proof of qualifications and experience and, for intracompany transfers, the employment history the rules require.
Submission, followed by biometrics and medical exams where required and preparing the worker for questions at the port of entry.
After arrival, keeping wages, duties and records in line with the offer, managing extensions and planning the move to permanent residence.
Common problems we solve
- A candidate already chosen, but no clear work permit route for them
- An LMIA refused over recruitment efforts, wages or doubts about the job offer
- A promotion or change of duties that the current work permit no longer covers
- A compliance inspection with records that are incomplete or hard to find
- A transfer that does not clearly meet the specialized knowledge test
- Key workers whose permits expire before their permanent residence comes through
Tell us about your situation
Every immigration matter begins with understanding your circumstances. Share your situation with us and find out what options may be available to you.