Canada's Global Talent Stream Program

In 2023, Canada faced more than 70,000 unfilled tech jobs. The Global Talent Stream was created to help fill these roles quickly. It allows Canadian employers to hire skilled workers more quickly and gives foreign professionals access to in-demand jobs.



This program helps Canadian businesses stay competitive by enabling faster hiring of top international talent. It streamlines the immigration process, reducing wait times and enabling foreign professionals to gain faster access to Canada’s innovation sector.

If you’re an employer or a foreign professional looking for faster work opportunities in Canada’s innovation sector, it’s important to understand the Global Talent Stream. This guide is for founders, hiring managers, HR leaders, and engineers who want to learn how to use the program.

What is the Global Talent Stream Program in Canada?

The Global Talent Stream gives employers an edge by speeding up the process of hiring foreign workers. Some main benefits are:

• Faster processing times: The GTS speeds up hiring by offering two-week processing for Labour Market Impact Assessments (LMIAs) and work permits. Most LMIA applications and work permits are processed within 10 business days, much faster than the usual 4 to 6 months.
• No required job advertising: Unlike the regular LMIA process, the GTS doesn’t require employers to advertise jobs before applying. This lets companies act fast when they find the right person.
• Dedicated government support: Employers receive help from TFW Program officers during the application process to ensure everything is complete and in compliance with the rules.
• Access to global talent: The program allows employers to hire skilled workers from around the world, including professionals with advanced degrees, specialized expertise, and at least 5 years of experience in high-demand areas.
• Workforce development incentives: With the LMBP, employers agree to take actions such as creating jobs, offering paid co-op placements, building educational partnerships, and supporting diversity. These steps help strengthen company culture and grow the talent pipeline.
• Long-term planning: Employers can request up to three years under the GTS. The 36-month work permit helps companies match key hires with project schedules and business growth plans.
• Fast work permits: Qualified workers can get a work permit in as little as two weeks. Their family members can also apply for work or study permits.

Tip: Thoroughly research the program by reviewing multiple government sources, as official pages often lack complete details. Rely on your employer-designated IRCC representative to guide you through the complex process. Many applications are rejected due to technicalities. We've experienced these challenges firsthand. We are extremely happy with our IRCC designated representative, who is reachable by phone and email and responds within 24 hours.

Next, we’ll explain how to apply for the Global Talent Stream and what employers should know about the process.

How to Apply for the Global Talent Stream in Canada?

Applying for the Global Talent Stream means the employer and the foreign worker need to work together. The process is faster, but it still needs careful preparation and accurate paperwork at each step.

Step-by-Step Application Process

Quick Overview: Steps in the Global Talent Stream Process

1. Determine Eligibility and GTS Category (A or B)
2. Obtain a Referral (Category A only)
3. Prepare and Submit the LMIA Application
4. Develop the Labour Market Benefits Plan (LMBP)
5. Receive the LMIA Decision
6. Foreign Worker Applies for Work Permit
7. Worker Arrives and Begins Employment

This quick process map gives you an overview before you read the detailed steps below.

Detailed Application Steps

1. Determine your GTS category. Identify whether your company qualifies under Category A (innovative firm with a designated referral partner) or Category B (hiring for an occupation on the Global Talent Occupations List). Category B does not require a referral.

2. Obtain a referral (Category A only). Contact a designated referral partner such as the National Research Council (NRC-IRAP), MaRS Discovery District, or a regional economic development agency. The partner will validate your company's eligibility and vouch for the specialized nature of the position.

3. Prepare and submit the LMIA application. Complete the LMIA application through ESDC. Employers must pay a processing fee of CAD $1,000 for each position requested under the Global Talent Stream. They must also provide documentation proving business legitimacy, job offer details, and the proposed wage. Employers must pay temporary foreign workers the prevailing wage or higher. For occupations with wage floors, employers must offer at least the minimum hourly wage specified in the Global Talent Occupations List. Wages offered to temporary foreign workers must be at least as high as those paid to Canadians and permanent residents in the same job, at the same location, with similar skills and experience.

Tip: We have had roles rejected even though they met the wage requirements. If you want to succeed with an LMIA application, your offered salary has to be in the top quartile for that role for your given province. Anything lower than that, even if it meets the basic requirements, is guaranteed to be rejected by ESDC.

4. Develop the Labour Market Benefits Plan (LMBP). Work with ESDC to create an LMBP outlining mandatory and complementary benefits. Mandatory benefits are core commitments employers must make to demonstrate a positive impact on the Canadian labour market. For Category A employers, job creation is mandatory; for Category B, the commitment is to skills and training investments. At least two additional complementary benefits, such as knowledge transfer or improving company performance, are also required.

5. Receive the LMIA decision. ESDC aims to process GTS applications within 10 business days. A positive LMIA decision letter will be issued to the employer, who must then apply for the foreign worker's work permit.

6. A foreign worker applies for a work permit. The foreign worker submits their work permit application to IRCC, including the positive LMIA, job offer letter, and proof of qualifications. This is also targeted at a 10-business-day turnaround.

7. The worker arrives and begins employment. Once the work permit is approved, the foreign worker can travel to Canada and begin working. The employer must provide an employment agreement on or before the first day of work. Employers must also ensure that temporary foreign workers are covered by provincial or territorial workplace safety insurance, as required by law.

Key Application Documents

• Proof of business legitimacy.

Tip: Tip: Ensure all your filings with Revenue Canada and financial statements are current before applying to avoid delays.

• Job offer details and signed offer letter
• Wage confirmation documents
• Labour Market Benefits Plan (LMBP)
• Worker’s educational credentials and professional certifications

Post-Approval Requirements

Employers must retain all documents used to support their Labour Market Impact Assessment application for a minimum of six years. Employers must also document their efforts to achieve the commitments in their Labour Market Benefits Plan throughout the year. Progress reviews of the Labour Market Benefits Plan are conducted annually to assess employer compliance with commitments.

6 Common Mistakes in Global Talent Stream Applications

Even well-prepared applications can be rejected because of simple mistakes. Because of the high demand, ESDC takes pride in rejecting applications on technical grounds. Knowing these common pitfalls helps employers and applicants avoid delays or negative decisions.

1. Submitting an incomplete application: Missing documents, unsigned forms, or omitted fees are frequent reasons for processing delays. Ensure all required documents are included and properly formatted before submission.
2. Failing to meet prevailing wage requirements: Employers must offer the highest of the regional median wage, the wage paid to existing employees in the same role, or the GTS minimum wage floors. Offering below the prevailing wage results in an automatic negative LMIA decision. For explicit clarity, this program will not save your money. On the contrary, it will cost you money and a lot of time. This program addresses a critical gap that cannot be filled by someone already residing in Canada.
3. Developing a weak Labour Market Benefits Plan: A vague or generic LMBP that lacks specific, measurable commitments will not satisfy ESDC reviewers. The plan must include concrete activities with clear timelines for job creation, training investments, or skills transfer.
4. Applying under the wrong Category: Submitting a Category A application for an occupation on the Global Talent Occupations List, or vice versa, leads to rejection. Carefully verify which Category applies to your position before applying.
5. Not having the principal employer contact available: ESDC may reach out with questions during the assessment process. If the designated contact is unavailable or unresponsive, this can lead to significant delays or negative outcomes.
6. Overlooking Quebec-specific requirements: Quebec employers hiring through the Global Talent Stream must submit their application simultaneously to ESDC and Quebec's Ministère de l'Immigration, de la Francisation et de l’Intégration (MIFI). Quebec employers are also required to comply with Quebec's wage floors and obtain a Quebec Acceptance Certificate (CAQ) for the foreign worker.
7. Not Providing Private Health Insurance: Employers must provide proof of payment for suitable private health insurance for each temporary foreign worker.



Next, let’s look at some practical tips for employers and foreign workers to improve their chances of success with the Global Talent Stream application.

Top Tips for the Global Talent Stream Application

Employer Tips

1. Start by collecting the most important documents first, especially those that could cause your application to be rejected if missing or incorrect. This includes proof that your business is legitimate, wage confirmation, signed offer letters, and the Labour Market Benefits Plan. After that, gather job descriptions, worker credentials, and other supporting materials. Focusing on high-risk items first helps you avoid major mistakes and delays.
2. Align the job description with NOC codes. Ensure the position's duties and requirements closely match the National Occupational Classification code you are applying under, as discrepancies raise red flags during assessment.
3. Consult with an authorized immigration representative. A licensed immigration consultant (CICC member) or lawyer can review your application for compliance issues and help craft a strong LMBP.
4. Build relationships with designated referral partners. For Category A, connect early with your regional referral partner. They need time to assess your company's innovation focus and growth trajectory.
5. Benchmark wages against Job Bank data. Before finalizing the wage offer, check the Compare Wages tool on Job Bank for the specific NOC code and region to ensure your offer meets the prevailing wage.
6. Document all recruitment efforts for Canadian workers. Although not required under the GTS, describing these efforts shows good faith and can strengthen your application.
7. Plan for annual Labour Market Benefits Plan (LMBP) progress reviews. ESDC reviews these commitments annually, so set up internal tracking systems to monitor job creation, knowledge transfer, training investments, and other pledged activities as part of your LMBP.
8. Maintain a complete file of all submitted documents. Keep copies of all forms, receipts, and correspondence related to your GTS application for compliance inspections and future reference.
9. Employers must retain all documents used to support their Labour Market Impact Assessment application for a minimum of six years.
10. Employers must document their efforts to achieve the commitments in their Labour Market Benefits Plan throughout the year.



Foreign Worker Tips

1. Prepare the foreign worker's credentials in advance. Ensure the worker's educational documents, professional certifications, and experience letters are translated and notarized, and are ready for the work permit application.
2. Consider the worker's family. Spouses and dependents of GTS workers also receive expedited processing. Include family members in your planning to help ensure a smooth relocation process.

With these tips, employers and foreign workers can move through the application process more smoothly. Next, we’ll share a strategy to help you get the most long-term value from the Global Talent Stream.

7 Steps to Successfully Use the Global Talent Stream

After applying, employers should use a strategic approach to maximize the long-term value of the GTS. The next seven steps will help you build a strong, lasting global talent pipeline in your company.



Step 1: Conduct a Skills Gap Analysis

Review your current team to identify which specialized skills are missing. If you can, put a number on the cost of these gaps, like how much each unfilled AI or software engineering job affects your projects or revenue. For example, saying "each vacant AI role costs the company $4,000 per week in lost productivity" shows the skills gap is a real business issue. Knowing your talent needs clearly helps you make a stronger case for using the GTS, pick the right category, and create a better Labour Market Benefits Plan.

Step 2: Integrate GTS into Your Broader HR Strategy

Treat the program as one component of a comprehensive talent acquisition plan rather than a one-off solution. Align GTS hiring with your company's growth and workforce planning.

Step 3: Create an Onboarding Plan Tailored to International Hires

Create resources that help new workers adjust to your workplace culture, understand Canadian labour rights, handle moving logistics, and settle into the community. Good onboarding and integration programs make it easier for new hires to adjust and can also improve retention. Studies show that tailored onboarding can cut first-year turnover among international hires by up to 25%. Linking onboarding efforts to retention numbers helps show the value of these programs.

Step 4: Establish Mentorship Programs

Pair GTS hires with local team members to facilitate knowledge transfer, which also fulfills LMBP complementary benefit commitments related to skills development.

Step 5: Monitor Compliance with TFWP Regulations

Set calendar reminders for wage reviews, LMBP progress reports, and employment agreement updates. Non-compliance can lead to administrative monetary penalties and a two-year ban from the GTS.

Step 6: Leverage GTS Hires to Build Training Capacity

Use the expertise of foreign workers to develop training programs, workshops, or documentation that upskill your Canadian team members.

Step 7: Evaluate Pathways to Permanent Residency

Explore immigration programs such as Express Entry or Provincial Nominee Programs for high-performing GTS hires to strengthen retention and workforce stability.

Finally, keep in mind that ESDC will review your progress every year to check if you’re meeting your commitments in the Labour Market Benefits Plan. They’ll look at things like job creation and knowledge transfer to make sure your company is having a positive impact on the Canadian job market.

Next, we’ll examine how the Global Talent Stream operates across different regions in Canada and what employers need to know about provincial requirements.

Global Talent Stream Requirements by Region

The Global Talent Stream is a federal program, but how it works can differ by province. Each region has its own referral partners, and some provinces have additional requirements beyond the federal rules.



The GTS is often used in regions with an insufficient domestic labour supply for certain high-skill roles. In-demand occupations include interactive media developers, digital media animation specialists, and professionals with expertise in digital media design, pipeline software development, and technical pipeline development, especially within the technology and creative sectors.

Ontario, British Columbia, Alebrta and Quebec have the most GTS applications. Each province has its own innovation scene and rules that employers should know before applying.

Global Talent Stream Alberta

Alberta is a growing technology and innovation hub, with increasing demand for highly skilled workers across sectors such as software development, engineering, and digital media design.

• Designated referral partners for Category A in Alberta include Alberta Innovates, Calgary Economic Development and Edmonton Global.
• Alberta employers should be aware of provincial initiatives supporting innovation and economic development, and consider aligning their LMBP commitments with goals such as job creation, knowledge transfer, and enhanced company performance.
• The province emphasizes skills and training investments, encouraging employers to develop programs that upskill the local Canadian workforce and foster collaboration between foreign talent and Canadian innovators.
• Employers must ensure that temporary foreign workers receive suitable private health insurance coverage and are protected under Alberta’s workplace safety insurance system.
• Alberta employers can explore complementary programs offered by the Alberta Labour government and Alberta Innovates to support their hiring and workforce development strategies.

This regional focus helps ensure that Alberta continues to attract and retain highly skilled foreign talent while supporting the growth of its innovation economy and Canadian workforce.

Global Talent Stream British Columbia

British Columbia is a major technology hub, and the GTS is widely used by employers in the Vancouver, Victoria, and Okanagan regions.

• Designated referral partners for Category A include Accelerate Okanagan, BC Tech Association, Government of British Columbia (Ministry of Municipal Affairs), Kootenay Association for Science and Technology, Launch Academy, Metro Vancouver Regional District / Invest Vancouver, and Venture Kamloops.
• The BC Tech Association is one of the most active referral partners in Canada, having facilitated hundreds of referrals and helped create over 1,000 jobs and 222 paid co-op positions through the program.
• Interactive media developers, digital media animation specialists, and professionals with digital media design, pipeline software, and technical pipeline development expertise are among the most sought-after roles in the province's tech sector.
• BC employers should also consult WelcomeBC for provincial immigration programs that may complement the GTS, including pathways to permanent residency through the BC Provincial Nominee Program.

Global Talent Stream Ontario

Ontario has the largest number of designated referral partners of any province, reflecting its position as Canada's largest innovation and technology market.

• Ontario's designated referral partners include the Ontario Immigrant Nominee Program (OINP), the Ontario Investment Office, MaRS Discovery District, Communitech Corporation, Toronto Global, Invest Ottawa, and more than a dozen regional economic development organizations.
• The OINP acts as a dual referral partner, providing referrals to both ESDC's Global Talent Stream and IRCC's Dedicated Service Channel, offering employers two fast-track pathways.
• Ontario employers should explore programs such as the Ontario Immigrant Nominee Program's Employer Job Offer stream, which can provide a pathway to permanent residence for GTS workers.

Global Talent Stream Quebec

Quebec operates within the GTS framework but adds provincial requirements that employers must meet.

• Employers in Quebec must submit their Global Talent Stream application to both the federal and Quebec immigration authorities. The LMIA decision is a joint determination between both bodies.
• Foreign workers destined for Quebec must obtain a Quebec Acceptance Certificate (CAQ) from MIFI before applying for a work permit, unless they qualify for a specific exemption.
• Quebec sets its own minimum wage floors for several Category B occupations, which may differ from federal wage floors. Employers must consult the MIFI website to determine applicable wages.
• Quebec's designated referral partners for Category A include Canadian Economic Development for Quebec Regions, Investissement Quebec, Montréal International, Quebec International, and L'Association québécoise des technologies.
• The LMBP requirements apply fully in Quebec, with the employer committing to create positive benefits for Quebec's economy and labour market, including knowledge transfer and skills training.

Final Thoughts

Canada’s Global Talent Stream shows the country’s commitment to innovation, competitiveness, and inclusive growth. The program helps employers find specialized talent while still protecting opportunities for Canadians and permanent residents. Used well, it can boost local skills, build stronger teams, and support long-term productivity.



The Global Talent Stream is part of a broader system that includes programs such as the Industrial Research Assistance Program and partners such as the Ontario Investment Office and Economic Development Canada. These groups help shape job roles, salary levels, and the design of positions. Using the LMIA framework properly ensures that hiring foreign workers supports local innovation and growth rather than taking jobs away from Canadians.

Next, we’ll summarize the key takeaways and answer frequently asked questions about the Global Talent Stream.

FAQ

What is the Global Talent Stream Program in Canada?

The Global Talent Stream is a fast-track immigration program within Canada's Temporary Foreign Worker Program. It enables Canadian employers to hire highly skilled foreign workers in specialized fields, with LMIA and work permit processing targeted at 10 business days each.

Where can I find the full program requirements?

For government-related services or programs, always start with the Canada.ca portal. Here you can find all of the Program requirements for the Global Talent Stream

How to Qualify for Canada's Global Talent Stream Program?

Employers qualify under Category A by receiving a referral from a designated partner and hiring for a unique, specialized position paying at least $80,000 annually. Category B is open to employers hiring for occupations on the Global Talent Occupations List at prevailing wages.

How Does the Global Talent Stream Benefit Employers?

The GTS offers two-week processing for LMIAs and work permits, no mandatory recruitment advertising, dedicated government support, access to a global talent pool, and workforce development incentives through the Labour Market Benefits Plan.

Who is Eligible for the Global Talent Stream in Canada?

Eligible employers include innovative companies referred by designated partners (Category A) and firms hiring for in-demand STEM occupations (Category B). Foreign workers must have relevant experience, post-secondary education, and proficiency in English or French.

What Are the Requirements for the Global Talent Stream?

Key requirements include a $1,000 LMIA processing fee per position, a Labour Market Benefits Plan with mandatory and complementary commitments, wages at or above the prevailing rate, business legitimacy documentation, and an employment agreement in English or French.

How Long Does the Global Talent Stream Process Take?

The LMIA is processed within 10 business days (80% of the time), and the work permit application is also expected to take 10 business days. The total process from application to work permit approval typically takes about one month.



How can foreign workers apply for Global Talent Stream roles from outside Canada?

First, foreign workers must secure a positive GTS LMIA from a Canadian employer, then apply online for a work permit from abroad through IRCC.