Global Talent Stream: How Canadian Employers Hire Tech Talent Fast

Use the GTS when you need a skilled person quickly, the role is on the occupations list or your company can get a referral, and no LMIA-exempt route fits. Compare first:

LMIA-exempt routes skip the CAD $1,000 LMIA fee and the benefits plan, though you pay the CAD $230 employer compliance fee. For the worker's view, see the Global Talent Stream page. For a broader look at tech hiring on both sides of the border, see hiring tech workers from abroad.

Referral partners are government and economic development organizations approved by ESDC. They check that your company is innovative and has a real need. The occupations list is updated by ESDC, and some listed jobs carry a minimum wage floor. Check both on the ESDC Global Talent Stream page before you apply.

• Pay at least the prevailing wage for the job and region, or the list's wage floor if it is higher.
• Pay the CAD $1,000 processing fee per position. It cannot be paid by or recovered from the worker.
• Build a Labour Market Benefits Plan with ESDC. Category A employers commit to creating jobs for Canadians or permanent residents, directly or indirectly. Category B employers commit to increasing skills and training investments for Canadians. You add other activities, such as partnering with schools, mentoring, or improving diversity.
• Report progress during annual reviews with ESDC.
• Follow all other program rules, including the conditions on wages, duties, and working conditions. See Canada employer compliance.

You do not have to meet the usual minimum advertising requirements, and there is no transition plan. Your job offer must still be genuine and consistent with your business.

Government fees in Canadian dollars, as of September 2026:

Sources: IRCC fee list and ESDC. See all Canadian hiring costs in our employer cost guide.

Short trips may need no permit at all: under the Global Skills Strategy, TEER 0 or 1 workers and researchers can work in Canada without a work permit for up to 15 consecutive days once every 6 months, or 30 consecutive days once every 12 months.

Most GTS roles are TEER 0 or 1, so the worker's spouse can usually get an open work permit if the worker's permit has at least 16 months left. See spousal open work permits.

Many employers use the GTS as the first step to keep talent long term:

• After 1 year of skilled Canadian work, the worker may qualify for the Canadian Experience Class through Express Entry. Job offers no longer add CRS points (since March 25, 2025), so the score depends on age, education, language, and experience.
• The STEM category for 2026 includes many engineering and technical roles.
• Provincial programs with tech or employer streams can add a nomination. See PNP employer streams.

Canada also promised a pathway for US H-1B holders in Budget 2025, but as of September 2026 no rules had been published. See the H-1B holder pathway status.

• Duties that don't match the listed occupation. The job must really be that role, not a nearby one.
• A wage under the list's floor or the prevailing wage.
• Vague benefits plans with no measurable commitments, which then fail the annual review.
• Incomplete work permit files that lose 2-week processing.
• Assuming GTS is always best. If the worker qualifies for an intra-company transfer or CUSMA, those can be simpler.