YF Immigration Canada · Content sources checked 2026-10-26
How the Global Talent Stream works
The Global Talent Stream (GTS) is part of the Temporary Foreign Worker Program. It still requires an LMIA, but ESDC aims to process complete applications within 10 business days and the usual minimum advertising requirement does not apply. In return, employers commit to a Labour Market Benefits Plan.
Category A and Category B
There are two ways to qualify:
- Category A: high-growth companies referred by one of ESDC's designated referral partners, hiring unique and specialized talent.
- Category B: employers hiring for an occupation on the Global Talent Occupations List, mostly technology and engineering roles.
- Both categories have wage requirements — the prevailing wage or the floor set for the occupation, whichever is higher. Check ESDC's GTS page for the current amounts.
The Labour Market Benefits Plan
Your plan sets out commitments that benefit Canadians — for example creating jobs, investing in training or partnering with post-secondary institutions. ESDC reviews progress on these commitments, so make only commitments you can track and meet.
Work permit processing for GTS workers
Eligible workers applying from outside Canada under the GTS may qualify for IRCC's two-week processing standard when they apply online with complete documents, including a medical exam and police certificates where needed.
Employer and candidate document checklist
For the employer file, collect legal business identification, the position description, proposed compensation, worksite details and evidence explaining the vacancy. For the candidate, establish citizenship, qualifications and the experience supporting the role. If a referral is required, retain the actual referral rather than a general statement that a partner knows the business. The benefits plan should have its own evidence index and named internal contact.
Before submission, arrange a review involving the hiring manager and whoever owns the benefits commitments. Confirm that hiring forecasts, training budgets and wage figures are consistent. Decide who can answer officer questions and supply records if the original preparer is unavailable. An application becomes harder to manage when promises are spread between teams without responsibility for tracking them.
After hiring, schedule internal checks of the benefits plan separately from payroll compliance. Document completed activities, changes in circumstances and outstanding commitments while records are current. Keep the worker informed about their separate application and permit conditions without promising that employer stream eligibility resolves personal admissibility. Ask for advice before material changes rather than relying on the speed associated with the original application.
Establish the category before preparing a file
Start with actual duties, not the company’s technology label. For Category B, compare the role with the current occupations list, restrictions and wage floors. A technology employer does not automatically qualify every employee. Retain a written connection between duties, classification and candidate qualifications. For Category A, organize the designated partner referral and evidence of unique specialized talent needed for growth; referral does not replace other requirements.
Resolve classification before setting compensation or benefits commitments. A company’s desire to hire quickly is not itself eligibility. Verify the current official requirements rather than copying a prior application or a competing business’s category.
Compensation and business legitimacy
Prepare a worksheet showing guaranteed pay, hours, work location and applicable wage comparisons. Separate variable compensation such as bonuses and equity from the wage relied upon. Explain the legal employer and any trading name consistently across application, offer and payroll. Keep evidence of active operations, capacity and business need appropriate to the company’s circumstances.
Although there is no general minimum advertising requirement under GTS, preserve recruitment efforts actually undertaken. Do not manufacture ads or claim a search that never occurred. A genuine vacancy and properly supported employer evidence remain important.
Make the Labour Market Benefits Plan measurable
Use commitments that fit actual business plans and can be supported by records. Define each baseline, activity, target, completion date and responsible person. Training can be documented through approved budgets, invoices, attendance and completion. Job creation requires evidence of positions and people hired. Follow the mandatory and complementary benefits for the selected category.
Do not confuse a progress review of benefits commitments with an inspection of employment conditions. Keep both evidence tracks. A promise in an application should be realistic enough that the business can explain progress later, including unexpected changes and corrective steps.
Schedule the employer and worker processes separately
The usual $1,000 per-position LMIA charge is an employer expense subject to applicable exceptions. Prohibited processing and recruitment charges cannot be shifted to the worker. The 10-business-day ESDC standard is not a guaranteed employee start date. Completeness, officer requests and the subsequent permit all affect scheduling.
Check the worker’s eligibility for expedited IRCC processing rather than assuming every GTS hire receives a permit in two weeks. Prepare medical, police and other documents as needed before committing to a date. On approval, confirm LMIA expiry and verify work authorization. Retain approved terms for payroll and future inspections.
Frequently asked questions
Official sources
Government rules, fees and wage thresholds change. This page is general information, not legal advice, and results vary by case.