LMIA-exempt work permits, filed by Border’d. Coordinated by Sourc’d.
Sourc’d’s immigration-first screening identifies candidates who qualify for LMIA-exempt work permit streams under the International Mobility Program, CUSMA Professionals, Mobilité Francophone, Intra-Company Transfers, Significant Benefit, and Reciprocal Employment. Where the stream fits, the candidate skips the LMIA entirely.
Border’d, our partnered firm, confirms stream eligibility, submits the offer of employment through the IRCC Employer Portal, and files the work permit application. Where no LMIA-exempt stream applies, Border’d manages the right TFWP or PNP pathway through the same workflow.
Why the International Mobility Program?
The Temporary Foreign Worker Program works. It is also slow, expensive, and administratively heavy. Under a standard LMIA, you must advertise for four weeks across three channels (including the Government of Canada Job Bank), document every applicant response, pay a $1,000 government filing fee per position, and wait for Employment and Social Development Canada to process the file. Processing stretches across months. Refusals are common.
The International Mobility Program is different. LMIA-exempt work permits bypass the advertising, the recruitment report, and the $1,000 fee entirely. The employer pays a $230 compliance fee and submits an offer of employment through the IRCC Employer Portal. The candidate’s work authorization is determined by their profile, nationality, language, qualifications, treaty status, not by a government labour market test.
Sourc’d sources candidates whose profiles align with specific LMIA-exempt streams at the intake stage. We screen for eligibility before the first interview. Border’d confirms stream fit and files the work permit. Where LMIA-exempt streams do not apply, we fall back to TFWP/LMIA pathways, handled by the same legal team, managed through the same workflow.
LMIA-exempt streams Sourc’d screens for
Not every candidate qualifies for every stream. Sourc’d’s intake identifies which pathway, if any, fits the candidate’s nationality, language, qualifications, and your role requirements. Border’d confirms eligibility before any application is filed.
Significant Benefit
(C10)
Who qualifies
U.S. and Mexican nationals in 60+ listed professions under the Canada-United States-Mexico Agreement. Trades and technical roles are included where the profession appears on the CUSMA list and the candidate holds the required credentials.
How it works
The employer submits an offer of employment through the IRCC Employer Portal ($230 compliance fee). Border’d prepares the CUSMA Professional letter and supporting documentation. Visa-exempt nationals may present at a Canadian port of entry or apply online. Processing is typically faster than LMIA-based routes, subject to officer discretion and port-of-entry volume.
Best for
Employers who need to fill skilled roles quickly with U.S. or Mexican candidates holding the relevant degrees, diplomas, or proven professional credentials.
Mobilité Francophone
(C16)
Who qualifies
French-speaking skilled workers destined for positions outside Quebec, where the role requires French language ability and the candidate’s French proficiency is demonstrated through testing or documented workplace use.
How it works
No LMIA required. The employer submits an offer of employment through the Employer Portal ($230 compliance fee). The work permit application is filed under the Significant Benefit, Francophone Mobility stream. Processing timelines are typically shorter than standard LMIA-based work permits, subject to officer discretion.
Best for
Employers in Francophone-minority communities or roles requiring bilingual French capacity, particularly in Ontario, New Brunswick, Manitoba, and Alberta.
Intra-Company Transfers
C12
Who qualifies
Employees of multinational companies being transferred to a Canadian parent, subsidiary, branch, or affiliate. The candidate must have worked for the foreign entity for at least one continuous year in a managerial, executive, or specialised-knowledge capacity.
How it works
The Canadian entity must demonstrate a qualifying corporate relationship. Border’d prepares the specialised-knowledge or executive/managerial justification, submits the offer of employment through the Employer Portal ($230 compliance fee), and files the work permit application. Initial permits are typically issued for one to two years, with extensions available.
Best for
Construction and industrial firms with international operations who need to move existing skilled staff into Canadian projects without restarting the hiring process.
Significant Benefit
C12
Who qualifies
Nationals of countries with reciprocal youth-mobility agreements with Canada, typically aged 18–35 (some agreements vary), seeking temporary work experience. Certain agreements also cover professional exchange and research programs outside the youth-mobility framework.
How it works
The employer submits an offer of employment through the Employer Portal ($230 compliance fee). Border’d confirms agreement-specific eligibility and prepares the application. Processing varies by country and pool availability.
Best for
Younger skilled tradespeople who can use the IEC period as a bridge to longer-term employer-specific work permits or permanent residence.
When LMIA-exempt streams do not apply
Not every role fits an LMIA-exempt stream. When the candidate’s profile does not match, or the role demands TFWP-specific protections, Border’d files under the Temporary Foreign Worker Program. Same workflow. Same legal team. Different procedural requirements.
Role intake and stream mapping
For positions paying at or above the median wage for the occupation and region. Standard four-week recruitment effort, transition plan, and $1,000 ESDC filing fee apply. Border’d drafts the recruitment effort summary and assembles the application.
For positions paying at or above the median wage for the occupation and region. Standard four-week recruitment effort, transition plan, and $1,000 ESDC filing fee apply. Border’d drafts the recruitment effort summary and assembles the application.
Low-Wage LMIA Stream
For positions below the median wage. Additional employer obligations apply: housing assistance, transport, and wage-cap compliance. Border’d assesses suitability and prepares the application.
For positions below the median wage. Additional employer obligations apply: housing assistance, transport, and wage-cap compliance. Border’d assesses suitability and prepares the application.
Global Talent Stream
(Categories A and B)
For designated high-growth employers (Category A) or specific in-demand occupations (Category B). Faster ESDC processing, but limited to targeted NOCs. Employer must meet GTS wage requirements and commit to creating benefits for Canadians.
Primary Agriculture Stream
For seasonal and year-round agricultural roles. Stream-specific wage requirements and housing obligations. Recruitment period requirements apply.
Employer Compliance
Under the IMP, the employer submits an offer of employment through the IRCC Employer Portal and pays the $230 compliance fee. Border’d manages this submission and monitors ongoing obligations, IRCC employer portal reporting, Employer Compliance Reviews (ECRs), and inspections under sections R209.5–R209.9 of the Immigration and Refugee Protection Regulations.Under the TFWP, Border’d manages LMIA filing, transition plan documentation, and employer compliance under IRPR sections 209.2–209.4. You receive proactive updates, not reactive panic when a letter arrives.
IRCC Employer Portal
Sourc’d sources candidates internationally, verifies trade credentials, assesses provincial certification pathways (Red Seal, Trade Qualifier, Challenge), and presents vetted candidates to employers.
Employer Compliance Reviews (ECRs)
If IRCC or ESDC initiates a compliance review, Border’d prepares the response, assembles documentation, and represents your interests. Sourc’d provides employment records, wage documentation, and timeline evidence from our files.
Inspections (R209.5–R209.9)
Unannounced inspections are a reality of hiring foreign workers. Border’d advises on record-keeping requirements before an inspection occurs. If an inspection happens, they guide your response. Sourc’d maintains candidate placement records that support your compliance position.
What Sourc’d does vs. what Border’d does
Task
Sourc’d
Border’d
Candidate sourcing
Sources from verified markets
Advises on admissibility
Credential verification
Pre-assesses against provincial standards
N/A
LMIA-exempt screening
Identifies stream fit at intake
Confirms eligibility before filing
Immigration strategy
Maps pathway options
Provides legal advice on best option
LMIA application
N/A
Drafts, files, and manages with ESDC
Work permit application
Coordinates document collection
Prepares and files with IRCC
Employer Portal
Coordinates data
Submits offers and compliance fees
Compliance monitoring
Maintains placement records
Monitors IRPR obligations
Permanent residence
Maps long-term pathway
Files PR applications
Get a clear immigration roadmap before you hire
Every employer situation is different. The right pathway depends on your location, NOC, wage level, and workforce mix. Border’d assesses LMIA vs. LMIA-exempt options before you commit to a hire.