Employers & HR teams
Your next hire is abroad. Your obligations start here.
Hiring across borders makes your company a regulated party: advertising rules, wage floors, offer filings, and inspections that arrive years after the permit issued. We run employer files as compliance programs, not one-off forms.
What we handle
- LMIA strategy and filings — high-wage, low-wage, and the recruitment campaigns that must precede them, structured to survive Service Canada’s genuineness testing.
- International Mobility Program offers — ICTs, CUSMA professionals, francophone mobility: the employer portal filings and C$230 compliance fees that precede every LMIA-exempt permit.
- Compliance & inspections. Employers must honour the wages, duties and conditions in the offer for years; inspections are routine and consequences include monetary penalties and public listing. We run mock audits and fix drift before ESDC finds it.
- Workforce planning. Standing programs for repeat hirers: templated recruitment records, permit-expiry dashboards and PR pathways that convert your foreign hires into settled, permanent staff.
Why employers keep us on speed dial
Because a refused permit is a lost quarter, and a failed inspection is a lost program. Flat fees, response inside one business day, and one team that already knows your org chart — briefed once, retained for years.
FAQ
For Employers: the questions we hear
Advertising runs four weeks minimum; Service Canada processing adds roughly two to three months for most streams. Plan five months from decision-to-hire to start date, less where exemptions apply.
Random selection, past non-compliance, and tips. You must keep records for six years and honour every term of the offer; voluntary disclosure of errors, made early, dramatically reduces penalties.
Begin properly
Your route to Canada deserves counsel, not guesswork.
A one-hour consultation with a lawyer — C$250, credited against your retainer if we act. You leave with routes, timelines and a written fee quote.