Global Talent Stream (GTS): A Fast-Track Solution for Employers and Foreign Workers

Hiring top-tier global talent can be a game-changer for businesses looking to scale and innovate. Canada’s Global Talent Stream (GTS), part of the Global Skills Strategy (GSS), offers a fast-tracked pathway for employers to bring in highly skilled foreign workers when domestic talent is unavailable. Whether you're a tech startup needing specialized expertise or an established company filling in-demand roles, understanding the GTS eligibility criteria, application process, and compliance requirements is key.

Is Your Business Eligible for the GTS?

The GTS is divided into two categories:

Category A: For Innovative Companies Hiring Unique Talent

To qualify, you must:

Be referred by a designated GTS referral partner (e.g., NRC-IRAP, BDC, or other listed organizations).
Be hiring for a unique and specialized role that supports business growth.
Offer a minimum salary of $80,000 annually (or the prevailing wage, whichever is higher).
For additional hires beyond two per year, the wage requirement increases to $150,000 annually.

Category B: For In-Demand Occupations

If your open position is on the Global Talent Occupations List, you may qualify under Category B. No referral is needed, but you must:

Offer the prevailing wage (or higher, if specified for the role).
Demonstrate efforts to recruit Canadians first.

Key Requirements for Employers

1. Labour Market Benefits Plan (LMBP)

All GTS applicants must collaborate with Employment and Social Development Canada (ESDC) to create an LMBP, outlining how hiring foreign talent will benefit Canada’s workforce.

Category A employers must commit to job creation for Canadians.
Category B employers must invest in skills and training for Canadians.
Both categories must include two complementary benefits, such as diversity initiatives, mentorship programs, or partnerships with educational institutions.

2. Wages & Compliance

Pay the prevailing wage (based on Job Bank data or company wage scales).
Conduct annual wage reviews to ensure salaries remain competitive.
Provide health insurance (if provincial coverage isn’t immediate).
Ensure safe working conditions and compliance with labor laws.

3. Recruitment & Advertising

While there’s no strict recruitment requirement, employers should demonstrate efforts to hire Canadians before turning to foreign talent.

4. Fees & Payment Options

$1,000 processing fee per position (non-refundable).
Payment options include credit cards, certified cheques, or online banking (for 6+ positions).
Recruitment fees cannot be passed on to workers.

Avoiding Common Pitfalls

Misclassifying job duties : Ensure the role matches the NOC code.
Underpaying workers : Always meet or exceed prevailing wage requirements.
Non-compliance with LMBP commitments : Failing to follow through on benefits commitments can lead to future application rejections.

Requirements to Foreign Workers

A. Job Must Be in an Eligible Occupation

Category A:

Unique, specialized role (e.g., AI expert, senior tech leader).
Requires advanced degree + 5+ years of experience in the field.

Category B:

Must be on the Global Talent Occupations List (e.g., software engineers, IT managers, aerospace engineers).

B. Work Permit Application

The worker must apply for a closed work permit tied to the employer.
If applying from outside Canada, they may qualify for 2-week processing under the Global Skills Strategy (GSS).

C. Required Documents

Valid job offer letter
Positive LMIA (from employer)
Proof of qualifications (degree, certifications, work experience)
Police clearance certificate (if required)
Medical exam (if required)

Employer Compliance Rules

A. Workplace Conditions

Must provide same wages & benefits as Canadian workers.
Must comply with provincial labor laws (e.g., overtime, safety standards).

B. Health Insurance

If provincial healthcare doesn’t apply immediately, the employer must pay for private health insurance for the worker.

C. No Recruitment Fees Charged to Workers

Employers cannot recover LMIA fees or recruitment costs from the TFW.

D. Annual Wage Review

Salaries must be adjusted yearly to match updated Job Bank wages (if applicable).

How to Write a Winning Labour Market Benefits Plan (LMBP) for the Global Talent Stream

The Labour Market Benefits Plan (LMBP) is a critical requirement for employers applying under Canada’s Global Talent Stream (GTS). A strong LMBP demonstrates how hiring a temporary foreign worker (TFW) will create lasting, positive impacts on the Canadian labour market, helping secure Labour Market Impact Assessment (LMIA) approval. Below is a step-by-step guide to crafting a robust LMBP tailored to your business and GTS category.

1. Understand the GTS Category and Mandatory Benefit

The GTS has two categories, each with a specific mandatory benefit that must be included in your LMBP:

Category A (Innovative Firms Referred by Designated Partners)

Mandatory Benefit: Create jobs for Canadian citizens and permanent residents, either directly or indirectly.
Example: A tech startup hiring a specialized AI engineer could commit to creating two new full-time software developer positions for Canadians within 12 months to support expanded product development.

Category B (In-Demand Occupations on the Global Talent Occupations List)

Mandatory Benefit: Increase investments in skills and training for Canadian citizens and permanent residents.
Example: A company hiring a foreign worker for a NOC-listed role could commit to funding a training program for five Canadian employees to gain advanced skills in cloud computing within 18 months.

2. Select and Define Complementary Benefits

In addition to the mandatory benefit, you must commit to at least two complementary benefits, each supported by specific, measurable activities. These should enhance the overall impact on the Canadian labour market without duplicating the mandatory benefit, such as Job Creation, Skills and Training Investments, Knowledge Transfer, Enhancing Company Diversity, and Increasing Investments in Partnerships.

3. Develop Specific, Measurable Activities

Each benefit (mandatory and complementary) must be supported by at least one activity with clear, quantifiable goals. Employment and Social Development Canada (ESDC) conducts annual progress reviews to assess compliance, so commitments must be trackable.

4. Structure Your LMBP Effectively

A well-structured LMBP should include:

Company Background: Briefly describe your business (industry, size, growth plans) and explain why hiring a TFW is essential (e.g., lack of specialized skills locally).
Mandatory Benefit: Clearly outline the mandatory benefit with specific activities and timelines.
Complementary Benefits: Detail at least two additional benefits, each with specific activities, metrics, and timelines.
Measurable Outcomes: Use numbers and deadlines to demonstrate impact.

5. Ensure Compliance with Program Requirements

To strengthen your LMBP, align it with GTS program requirements:

Prevailing Wage, Workplace Safety, Business Legitimacy, and No Recruitment Requirements

Note: For Quebec employers, submit applications simultaneously to ESDC and Quebec’s Ministère de l’Immigration, de la Francisation et de l’Intégration (MIFI) to meet joint processing requirements.

6. Prepare for Progress Reviews

ESDC conducts annual progress reviews to assess your LMBP commitments.

The Global Talent Stream is designed to help Canadian businesses thrive by filling critical talent gaps efficiently. With two-week processing for eligible workers, short-term work permit exemptions, and a dedicated service channel for high-impact employers, the GTS is a powerful tool for growth. By following this guide, you’ll maximize your chances of LMIA approval and hire top global talent faster. For more details, visit Canada’s official GTS page.

Need help navigating the GTS or need a customized LMBP? Contact us for expert help! Consult an immigration lawyer or authorized representative to ensure a smooth hiring process.