Find the right people, already authorised to work here.
We search across Canada first: citizens, permanent residents and people holding a valid work authorisation. It is the fastest route, because there is no government process to start and no processing time to wait out.
Start a mandateWhen local recruitment works, and when it will not be enough
We always search locally before proposing an international route. We bill for both, so we have no interest in steering you toward one over the other.
This is your route if
- You need the position filled soon and cannot wait out a government timeline
- The job could interest someone willing to commute or relocate within Canada
- You want a technical test run before you hire
- You get plenty of applications but few serious profiles, and the real problem is filtering
- You have no HR department to run the search
You will likely need to widen if
- The profile is scarce nationwide, not only in your region
- The job requires a very narrow technical specialty or an uncommon certification
- Serious local searches have already failed with realistic criteria
- You have several positions of the same type to fill at once
If that is the case we tell you, and we look together at which international route actually applies to your position and your region.
The statuses we accept, and what we verify
A local candidate is not necessarily a Canadian citizen. Here are the statuses that allow work, and the specific point of caution for each. We gather the documents; the legal team qualifies them.
| Status | What it allows | What we verify |
|---|---|---|
| Canadian citizenship or permanent residence | Work without restriction, anywhere in Canada | The permanent resident card or the document confirming status |
| Open work permit Post-graduation, spousal, transitional | Work for almost any employer, anywhere in Canada | The expiry date and the conditions written on the permit. Some jobs require a medical exam |
| Closed work permit Tied to another employer | Work only for the employer named on the permit | The candidate cannot start with you before obtaining a new permit. Legal validation is mandatory |
| Study permit | Off-campus work part time during sessions, full time during scheduled breaks | The authorised number of hours is set by regulation. Full-time enrolment at a designated institution is required |
| Maintained status Extension filed before expiry | Keep working under the same conditions as the expired permit | Proof of filing. Does not allow a change of employer if the expired permit was closed |
| Asylum claimant holding a work permit | According to the conditions written on the permit | Systematic legal validation before any presentation |
No candidate whose immigration situation is uncertain is presented to an employer before legal validation. See how we assess
From the real need through to post-hire follow-up
Our aim: to put in front of you profiles that genuinely match the requirements of the job, the location of your business and the conditions you offer. The final hiring decision is always yours.
Seven channels, not one job ad
Posting an ad and waiting is what you have already tried. We combine active search with advertising, and a good share of our placements come from people who were not actively looking.
What you pay, and when
No percentage of the annual salary. The amount does not change with what you pay the person.
- Nothing is billed until a candidate is placed
- Two-week trial period, confirmed with you in writing
- Replacement at no charge for three months, under the conditions set out in your contract
- No government fees: local recruitment involves none
- Exact terms, exclusions and guarantee conditions are set out in the service proposal you receive
Your problem is not the same depending on where you are
Outside the major centres
The local pool is limited, but Canadian mobility is not. The real work is not multiplying résumés: it is qualifying a candidate’s genuine willingness to relocate, with the timeline, the housing and the transport constraints that come with it.
We ask that question early, because a candidate who says yes out of politeness does not show up for the first shift.
In the major centres
The problem is not scarcity, it is volume. You receive thirty applications and you have no time to sort them, let alone verify what is written on them.
Our value here is filtering: two or three verified profiles, with their gaps written plainly, instead of a pile for you to read yourself.
If local is not enough
Presenting a candidate is part of the recruitment process. The final hiring decision always belongs to the employer. We verify the documentation available and the declared status; any complex situation is referred for legal validation. We do not guarantee a placement timeline.
Every recruitment project is covered by a service proposal or a tailored contract. Fees, payment terms, the length of the trial period, and the conditions and exclusions of the replacement guarantee are set out in the signed contract.
Two ways to reach us
Both lead to the same place: someone who knows your file.