For Employers

20 YEARS OF EXPERIENCE

Tailored Recruitment

Solutions for Employers

For employers looking to take their recruitment strategy to the global stage, Integris Group offers personalized hiring solutions built to complement your organization’s unique needs.

From identifying role requirements to presenting carefully vetted candidates, we coordinate role scoping, sourcing, screening, interviews, and onboarding. When a position requires LMIA or work-permit steps, Integris supports employer-side readiness and documentation, while all immigration consulting and applications are handled independently by Braga Immigration & Citizenship (RCIC). Let us help you build a skilled and diverse workforce that aligns with your organizational goals.

  • Healthcare
  • Long-term Care
  • Manufacturing
  • Skilled Trades
  • Agricultural
  • Retail
  • Restaurant
  • Construction

We enable Canadian businesses to grow and build high-performing teams through dependable recruitment, rigorous screening, and a structured hiring process.

At Integris Group Inc., we envision a world where international talent flows seamlessly across borders, transforming lives and enriching communities.

With over 20 years of experience in professional talent acquisition, human resources, and people development, our team of industry experts work with our client employers to help them grow their organizations by successfully sourcing, attracting, and onboarding the highest level of talent to suit their needs.

Talent Acquisition & Workforce Planning

We partner directly with owners and hiring managers to understand your operations, roles, and culture—then build a practical hiring plan. That includes role design and competencies, compensation benchmarking, sourcing calendars, interview kits, and selection rubrics. We run targeted outreach, manage pipelines, and coordinate interviews through to offer and onboarding, so new hires contribute quickly and confidently.

Work Authorization (via RCIC Partner)

When a position requires work authorization, we coordinate employer-side readiness—clarifying responsibilities, organizing documentation, aligning timelines, and keeping stakeholders on track. Braga Immigration & Citizenship (RCIC) provides all immigration eligibility assessments, applications, and representation with IRCC. We stay aligned with the RCIC throughout to keep hiring and onboarding moving smoothly. 

LMIA Coordination

For roles that may require an LMIA, we prepare the employer package: role scoping and wage/occupation benchmarking, compliant advertising strategy and records, transition plans, and audit-ready documentation. Our RCIC partner submits and represents the LMIA application; we manage timelines, handoffs, and post-decision onboarding to keep your hiring plan on schedule. Integris does not provide immigration advice.

Frequently Asked Questions

Interested in learning more about the LMIA program and hiring international talent?

Here are some FAQs

These FAQs provide general information about employer obligations and hiring steps. Immigration applications and representation are handled independently by Braga Immigration & Citizenship (RCIC).

The Temporary Foreign Worker (TFW) program in Canada is a government program that allows Canadian employers to hire foreign workers when qualified Canadian citizens or permanent residents are not available to fill the positions. These are positions where there has historically been a skills gap / shortage, high turnover, or a widespread lack of interest in the role.

A Labour Market Impact Assessment (LMIA) is a document that an employer in Canada may need to get before hiring a foreign worker.

A positive LMIA will show that there is a need for a foreign worker to fill the job.  It will also show that no Canadian worker or permanent resident is available to do the job.  A positive LMIA is sometimes called a confirmation letter.

Our RCIC partner completes and represents the LMIA application. Integris prepares employer documentation and recruitment records.

Our team of internal international recruitment professionals source through our vast network of international partners that stretches across 4 continents and over a dozen countries to pinpoint the precise talent that fits your organization’s specific needs.

Supporting foreign workers beyond the initial hiring process is not a requirement, but for their success and long-term commitment employers can consider offering relocation assistance, housing support, access to health and wellness programs, and opportunities for professional development.

Providing resources that help foreign workers adapt to the new environment and feel valued will encourage loyalty and dedication.

No. As an employer, you are not required to house the foreign worker.

  1. Specialized Skills: Foreign workers may bring unique expertise and qualifications that are scarce or in-demand in your local region.
  2. Cost Savings: When the role and support are well matched, international hires can improve stability and retention.
  3. Global Market Knowledge: Foreign workers with language skills and cultural understanding can help expand into international markets.
  4. Diverse Perspectives: A diverse workforce can lead to increased creativity and innovation.
  1. Immigration Support: Coordinate with a licensed RCIC or lawyer for any work-permit/immigration filings.
  2. Compliance with LMIA Conditions: Adhere to approved job position, duration, and salary.
  3. Wage and Working Conditions: Offer fair wages and safe working conditions.
  4. Record Keeping: Keep all relevant TFW/LMIA records for 6 years from the first day of the worker’s employment, as required by ESDC/IRPR.

By fulfilling these obligations, you create a compliant and supportive work environment for the foreign worker, thus ensuring a smooth and successful integration process.

As an employer in Canada, you are legally obligated to pay foreign workers the “median wage” for the job category in your region. This information can be found on the government of Canada website for the corresponding NOC code.  You are required to offer the same benefits that you would offer to domestic workers for the same job and under the same employment conditions. Paying foreign workers less than their Canadian counterparts for the same work is not allowed and would be in violation of Canadian labor laws and regulations (including those related to the Temporary Foreign Worker Program).

Yes. As an employer, you have the right to terminate an employee’s employment (even after a positive Labour Market Impact Assessment (LMIA) and work permit have been issued). If the employee does not possess the skills they have claimed to possess during the hiring process or act in a manner that would provide grounds for termination, the employer has the authority terminate employment immediately. All Canadian labour laws outlined in the Employment Standards Act (2000) apply to both foreign and domestic employees.

Yes. Our team would provide you with a candidate to replace the terminated employee.

Yes. Our team of recruitment professionals will present you with a short-list of high performing talent that fits your organization’s search criteria. We will have completed all the candidate background checks, pre-screening, interviewing, and professional summaries. From there, we provide you with a shortlist to review and select from.

Timelines vary. Recruitment typically takes a few weeks on our side. Immigration processing is handled by our RCIC partner using IRCC-posted processing times.

*All official wait times for document processing are available on the government of Canada website

Once an employer gets the LMIA, the worker can apply for a work permit.

To apply for a work permit, a worker needs:

– a job offer letter,
– a contract,
– a copy of the LMIA, and
– the LMIA number.

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