For Employers
The hire is easy.We handle the border.
Work permits, transfers and founder cases, prepared properly with timelines you can plan around.
Work permits, transfers and founder cases, prepared properly with timelines you can plan around.
Two-week processing for eligible tech and high-skill roles, with the labour market benefits plan done right.
LMIARecruitment evidence, wage rules and the application itself, prepared to pass review.
IMPICT, CUSMA, Francophone mobility and the other exemptions, matched before you commit.
ICTMove executives and specialized knowledge between your entities, LMIA-free.
C11Entrepreneur mobility for people building companies in Canada, with a business case that reads well.
COMPLIANCEPortal offers, wage and record-keeping obligations tracked, so an inspection is a non-event.
An LMIA proves, through the Temporary Foreign Worker Program, that no Canadian was available for the role, and it runs into months. The International Mobility Program (the LMIA-exempt categories under R204 to R208) skips that step for people who qualify. Walk these in order. The first one that fits is your route.
CUSMA covers it, LMIA-exempt. See the CUSMA route →
Intra-Company Transfer, LMIA-exempt. See the transfer route →
Francophone Mobility, LMIA-exempt for TEER 0 to 3 positions. See the Francophone route →
Global Talent Stream. Not LMIA-exempt, but processing runs about two weeks. See the GTS route →
An LMIA under the Temporary Foreign Worker Program, with recruitment evidence and a wage at or above the local median. See the LMIA route →
Reflects the International Mobility Program categories and TFWP rules current as of July 2026. Eligibility and category names change. Confirm your case on canada.ca or with our team.
Each candidate's permit, status, expiry and next deadline in a single dashboard.
Offers, wages and supporting evidence reconciled against the program rules, flagged before submission.
An RCIC signs off on every file. On the Counsel tier, licensed counsel provides legal advice.
ESDC and IRCC can inspect an employer for up to six years after a worker's first authorized day. We open a record the moment they start and keep it complete, so an inspection is a non-event rather than a scramble.
Each worker's name, offered wage and occupation code sit against the offer, alongside the work location and any LMIA number, the exact set an officer asks for.
The six-year retention window counts from the first day of authorized employment, not the day the file was opened, so the deadline stays right even for workers who started before you moved onto Bordrs.
The wage you committed to, the role, the location and the records you must keep are listed in plain language, so nothing about your obligations is a surprise at inspection time.
A live view flags any record within ninety days of the end of its retention window, soonest first, so you clear the urgent files before an officer ever asks.
Based on the ESDC and IRCC employer compliance regime current as of July 2026. Retention periods and obligations change. Confirm the current rules on canada.ca.