Global Talent Stream LMIA
Global Workers for Critical Labor Needs
Are you struggling to find the specialized skills your business needs to thrive in today’s competitive market? Look no further than Canada’s Global Talent Stream (GTS)—a part of the Temporary Foreign Worker Program designed to connect businesses with top global talent. Whether you’re a tech startup or an established industry leader, the GTS offers quick hiring solutions to bring the expertise you need on board efficiently and affordably. The program is designed with two clear pathways:
Category A: For businesses referred by one of ESDC’s designated partners, helping you connect with top talent through trusted networks.
Category B: For employers seeking highly skilled professionals from the Global Talent Occupations List, offering a streamlined process to bring these experts on board.
Whether you’re growing a tech startup or scaling an established business, the GTS helps you build a team equipped to tackle challenges and seize opportunities in today’s competitive landscape. Let’s work together to find the talent you need to succeed!
Why Choose the Global Talent Stream?
The GTS accelerates hiring by simplifying the process, offering fast and reliable access to international talent for roles where finding local candidates is a challenge. With two streamlined pathways, this program addresses the critical workforce needs of businesses across Canada:
Key Benefits of Partnering with Us
Expedited Processing: GTS applications are processed within two weeks, ensuring your business doesn’t miss a beat.
Affordable Solutions: We balance affordability and quality to meet your hiring needs cost—effectively.
Custom Support: Every step of the process is tailored to your specific goals, from application to onboarding.
Trusted by Businesses Big or Small
Category A : Exclusive Opportunities for Innovators
If your business is referred by one of Employment and Social Development Canada’s (ESDC) designated partners, you can access top talent through trusted networks. This pathway is ideal for companies focused on innovation and poised for growth.
Eligibility Requirements for Companies
Active Operation in Canada: Your company must be operational in Canada.
Innovation-driven: A strong focus on innovation is key.
Growth and Scaling Up: Your company should be poised and ready for growth or scaling up.
Filling Unique and Specialized Positions: You should look to fill unique and specialized positions.
Defining a Unique and Specialized Position
Competitive Compensation: Offer at least $80,000 CAD annually or the prevailing wage for the role, whichever is higher.
Advanced Industry Knowledge: The candidate should possess a deep understanding of your industry.
Educational Qualifications: An advanced degree in a relevant field of specialization is preferred.
Experience Matters: At least five years’ specialized experience in the field.
Innovative businesses eligible for Category A usually fill very few unique roles annually (1 or 2 positions). This is due to the rarity of individuals with the necessary specialized skill set.
Exceptional Circumstances for Additional Category A Referrals
Beyond Two Referrals: ESDC may consider more than two referrals per year for companies meeting their Labour Market Benefits Plan commitments.
Reconfirmation by Referral Partner: The designated partner must reconfirm your eligibility for each additional position.
Higher Wage Threshold: For any additional role, offer a minimum of $150,000 CAD annually or the prevailing wage, whichever is higher. The wage requirement is strict and inflexible.
Category B : In Demand Skilled Talent
For companies looking to hire highly skilled professionals in roles listed on the Global Talent Occupations List, Category B ensures a streamlined application process for quick placements. These roles span industries like technology, engineering, and digital media.
List of the occupations in Category B GTS (as of December 2022):
- Computer and Information Systems Managers (20012)
- Civil Engineers (21300)
- Electrical and Electronics Engineers (21310)
- Mining Engineers (21330)
- Aerospace Engineers (21390)
- Computer Engineers (except software engineers and designers) (21311)
- Mathematicians and Statisticians (excluding Actuaries and related occupations) (Sub-set of 21210)
- Information Systems Analysts and Consultants (21211 – Data scientists; 21220 – Cybersecurity specialists; 21221 – Business system specialists; 21222 – Information systems specialists; 21233 – Web designers)
- Database Analysts and Data Administrators (21211 – Data scientists; 21223 – Database analysts and data administrators)
- Software Engineers and Designers (21231 – Software engineers and designers; 21211 – Data scientists)
- Computer Programmers and Interactive Media Developers (21230 – Computer systems developers and programmers; 21232 – Software developers and programmers; 21234 – Web developers and programmers)
- Web Designers and Developers (21233 – Web designers; 21234 – Web developers and programmers)
- Electrical and Electronics Engineering Technologists and Technicians (22310)
- Computer Network Technicians (22220)
- Information Systems Testing Technicians (22222)
- Producers, Technical, Creative, and Artistic Directors, and Project Managers in Visual Effects and Video Game (with specific experience requirements) (Sub-set of 51120)
- Digital Media Designers (with specific experience requirements) (Sub-set of 52120)
Labour Market Benefits Plan in GTS?
The GTS requires employers to create a Labour Market Benefits Plan, outlining how your business will contribute to Canada’s workforce. Activities can include:
Boosting Employment: Commit to increasing full-time and part-time employment opportunities for Canadians and permanent residents within your organization.
Educational Partnerships: Forge or strengthen collaborations with local or regional post-secondary institutions. This can involve offering resources such as free software licenses to develop skills in crucial industry areas.
Co-op and Internship Opportunities: Provide valuable paid co-op positions or internships specifically designed for Canadian students and permanent residents, offering real-world experience in your field.
Promoting Workplace Diversity: Actively develop and participate in initiatives aimed at increasing underrepresented groups’ participation in your workforce. This includes hosting and attending events that support their professional development and hiring.
Direct Training and Development: Offer in-depth training to Canadian employees, incorporating opportunities to attend industry conferences, enhancing their skill sets and knowledge base.
Mentorship and Knowledge Transfer: Establish mentorship programs where your skilled international workers directly supervise and mentor Canadian employees, fostering a rich environment of knowledge sharing and professional growth.
Business Growth: Focus on strategies that significantly increase your company’s revenue, employment rates, or investment levels, contributing to the overall health of the Canadian economy.
Improving Company Practices: Innovate and refine your company policies to attract and retain Canadian talent. This could include creative approaches like organizing code sprints and hackathons.
Building Strategic Partnerships: Cultivate strong ties with organizations that are instrumental in identifying top domestic talent and capital, enhancing your workforce and business opportunities.
Skill Development Workshops: Conduct regular workshops or seminars led by industry experts to upskill your Canadian workforce in the latest industry trends and technologies.
Career Advancement Programs: Implement career progression plans, including leadership training, to prepare Canadian staff for higher roles within the organization.
Remote and Flexible Working Options: Introduce flexible work arrangements to attract a diverse range of employees, including those unable to work in traditional settings.
Apprenticeship Programs: Partner with vocational institutions to offer apprenticeships, giving hands-on industry experience to Canadian students or recent graduates.
Employee Referral Incentives: Create a referral program that encourages your Canadian staff to recommend talented individuals, emphasizing diversity and inclusion.
Community Outreach: Engage in community programs that educate and inspire youth, especially in underrepresented communities, about career opportunities in your sector.
Research and Development Collaborations: Partner with Canadian universities or institutes for R&D projects, providing practical experience and learning opportunities.
Sponsorship of Industry Events: Actively sponsor and participate in industry events and job fairs to promote careers in your sector.
Environmental and Social Responsibility Initiatives: Launch projects focusing on environmental sustainability and social responsibility, involving employees in meaningful activities.
Employee Wellness Programs: Implement comprehensive wellness programs that support your employees’ physical and mental well-being.
Language and Cultural Training: Provide training to aid international workers’ integration and foster an inclusive workplace.
Performance Recognition Programs: Recognize and reward Canadian employees’ achievements and contributions.
Technology Upgrade Training: Conduct training sessions on the latest technological advancements relevant to your industry.
The Strategic Advantage of a Labour Market Benefits Plan:
By incorporating these diverse and impactful activities into your Labour Market Benefits Plan, you not only adhere to GTS requirements but also play a crucial role in enriching the Canadian labor market. These initiatives will enhance the skills of the Canadian workforce, foster a more inclusive and diverse work environment, and ultimately contribute to the overall growth and competitiveness of the Canadian economy. Your commitment through this plan showcases your dedication to nurturing a skilled, diverse workforce, supporting your growth on the Canadian and global markets. From enhancing educational partnerships to fostering diversity in the workplace, each action under this plan plays a vital role in shaping a resilient and competitive labor market in Canada.
Recruitment and Wage Requirements in GTS
There is no mandatory minimum recruitment requirement. The employer is encouraged to hire Canadian citizens and permanent residents before considering TFWs. As part of the application process, employers may be asked to describe their recruitment efforts. Employees must be compensated at the prevailing wage, defined as the higher of the regional median hourly wage on Job Bank or the salary range paid to current employees in the same role.
Category A: For up to 2 unique and specialized positions annually, a minimum of $38.46 per hour ($80,000 annually) is required. Beyond these two positions, the wage increases to at least $72.11 per hour ($150,000 annually).
Category B: For occupations with set wage floors, employers must meet the minimum hourly rate.
Ready to Simplify Your LMIA Process
For over a decade, Can X have been a trusted partner for businesses across Canada, offering fast, affordable, and reliable LMIA solutions. From eligibility assessments to crafting compliant job postings, preparing detailed LMIA applications, and representing you with ESDC, our expert team ensures every step is handled with precision and care. We understand the challenges of the LMIA process and are here to simplify it, helping your business secure the talent it needs to succeed. Contact us today to start your seamless LMIA application journey.
FAQs About Global Talent Stream LMIA
The GTS is a part of Canada’s TFWP, designed to help Canadian companies quickly hire international talent for specialized roles not readily available on the Canadian job market.
Eligibility includes active operations in Canada, a strong focus on innovation, readiness for growth or scaling up, and the need to fill unique and specialized positions.
Yes! Under exceptional circumstances and meeting specific conditions like a higher wage threshold of $150,000 CAD annually, companies can receive more referrals.
A commitment from employers to enhance workplace diversity, increase employment, promote educational partnerships, and boost educational partnerships.
There’s no mandatory recruitment requirement, but employers are encouraged to prioritize hiring Canadian citizens and permanent residents and may need to describe their recruitment efforts.
Candidates should preferably hold an advanced degree in a relevant field of specialization.
Yes! While the GTS is for temporary foreign work, hired individuals may explore permanent residency options through other immigration programs.
Yes! Under the GTS, you are eligible to sponsor your family, including your spouse and dependent children, to join you in Canada during your employment through an international mobility program.
While the GTS doesn’t explicitly state language requirements, proficiency in English or French is often essential for the roles and for integration into the Canadian workplace and society.
While the GTS is open to various sectors, there’s a significant focus on technology, engineering, and other highly specialized fields where skill shortages are more pronounced.
GTS has two categories: Category A for employers referred by ESDC’s designated partners, and Category B for employers hiring for in-demand occupations on the Global Talent Occupations List.
Positions must offer competitive compensation (minimum $80,000 CAD annually), require advanced industry knowledge, prefer an advanced degree, and need at least five years’ specialized experience.
Category B includes various high-skill occupations like Computer and Information Systems Managers, Civil Engineers, Software Engineers, Web Designers, and several others in the technology and engineering sectors.
Employers must compensate employees at the prevailing wage, with a minimum of $38.46 per hour ($80,000 annually) for Category A and respective minimum hourly rates for Category B occupations.
Companies can fill up to 2 unique and specialized positions annually. Beyond that, under special circumstances, more positions can be filled with higher wage requirements.
Key activities include increasing employment, forming educational partnerships, offering co-op positions, promoting workplace diversity, and providing direct training and development.
Yes! Experience gained while working under the GTS can be a contributing factor in your application for Canadian permanent residency through various immigration programs.
The GTS is known for its expedited processing, typically completing applications within two weeks, which is significantly faster than many other immigration pathways.
GTS workers may switch employers, but the new employer must also meet the GTS requirements and potentially submit a new LMIA.
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