One coordinated answer to your workforce needs.
From finding candidates through to immigration support and integration, Immigraffaires helps employers structure their recruitment project. Every mandate takes into account the job, the labour market, the company’s situation, the candidates’ status and the rules that apply.
Discuss your needsFive services, and one method
They can be commissioned separately or together. Most employers start with just one.
Local and national recruitment
Finding and screening candidates already authorised to work in Canada. The fastest route: no government process to start, no processing delay, a candidate available for an interview or a technical test.
Start a mandateInternational recruitment
Widening the search when the local pool is no longer enough. The applicable route depends on the candidate’s nationality, the job category, the work location and the wage offered. We check first whether your position is feasible.
Explore the optionsLegal and immigration services
Status and work authorisation analysis, choice of the applicable route, preparing and filing applications, employer compliance obligations, complex situations, and the transition to permanent residence.
Request an assessmentEmployer advisory
Before recruiting, choose a realistic strategy. We look at the job, the market, the region, the wage, the company’s capacity to integrate someone and the timeline, and we say plainly which options are not realistic.
Talk to an advisorFrench training and upskilling
One-to-one or group classes, trade-focused French, preparation for certain exams, and custom in-company training. A service of the group, delivered by Services Tutorat, under a mandate separate from recruitment.
See the programsOur method
Not a service sold on its own. It is what sets apart every application we put in front of you: a pre-assessment that rules out what cannot work, then a technical assessment by module, backed by evidence.
See how we assessOne point of contact, from sourcing to permit
Most employers work with a recruitment agency on one side and an immigration firm on the other, and lose time in the back and forth between them.
How a mandate unfolds
Seven steps. You do not have to manage the complexity yourself.
Multi-sector expertise, matched to your reality
The strategy is adapted to the specifics of the job, the sector, the region, the wage offered and the profile sought. These are the trade families for which we have built a technical assessment grid.
New families are added as our clients need them. If your position is not listed, tell us about it.
What employers ask us
How many candidates will you present?
Few, and assessed. We aim for two or three genuinely qualified profiles per opening rather than a volume of applications. If we cannot find them, we come back to you to adjust the criteria instead of sending profiles that do not fit.
What happens if the candidate does not work out?
Every reason for rejection is documented and used to adjust the search. A mandate is never repeated unchanged after repeated rejections: it is recalibrated with you, or paused. Any applicable guarantees are set out in your contract.
Do you check references?
Yes. We check what actually matters on the shop floor: punctuality, productivity, autonomy, teamwork, communication, reliability and quality of work. You get an honest picture, gaps included.
Do you run technical tests?
We recommend a technical test suited to the job, with its pass criteria written in advance, and we set out what to verify during your interview. The test takes place at your site, in your real conditions.
Do you recruit outside the major centres?
Yes, and it is a large part of our work. A region’s local pool is limited, but Canadian mobility is not. The real work is qualifying a candidate’s genuine willingness to relocate, not multiplying résumés.
Do I need an LMIA to hire a foreign worker?
Not necessarily. Several routes allow hiring without an LMIA, depending on the candidate’s nationality, the job category and the applicable agreement. Only an analysis of your situation will tell whether one of them applies. Write to us and we will connect you with the legal department.
My company is in Montreal or Laval: does that change anything?
For some applications involving low-wage positions, yes. Regional measures apply in Montreal and Laval, and a separate federal rule takes the unemployment rate of the census metropolitan area into account. Employers in other Quebec regions are not covered by the Quebec measure. Each situation must be verified individually.
How much do your services cost?
Fees and payment terms are set in each contract. They depend on the position, the number of workers and the steps actually required. Describe your need and you will receive a service proposal matched to it.
Immigraffaires supports its clients in preparing and submitting their applications. Any decision concerning an immigration application, an LMIA, a CAQ, a work permit, a visa, a selection or permanent residence rests exclusively with the competent government authorities. No positive outcome, processing time or priority treatment can be guaranteed by using a representative.
The information published here is general. Eligibility depends on, among other things, the candidate’s profile, citizenship, experience and status in Canada, the position, the wage, the working conditions, the employer’s situation and the rules in force. An individual assessment is required before recommending a program or a strategy.
Presenting a candidate is part of the recruitment process. The final hiring decision always belongs to the employer.
Two ways to reach us
Both lead to the same place: someone who knows your file.