Canada’s Global Talent Stream (GTS), created to attract top talent to the Canadian innovation economy, has long been known for its 7–10 business day processing time. However, starting in 2025, the program is undergoing major reforms—testing both employer preparedness and worker flexibility.
What’s Driving Change?
- Immigration Rebalancing: Prime Minister Mark Carney’s 2025 mandate focuses on quality rather than quantity, restricting overall immigration—forcing fast-track programs to justify their market value.
- EES Policy Update: Starting Spring 2025, Express Entry will no longer award points for LMIA-backed job offers, removing a significant advantage for GTS applicants.
- Expanded Wage Compliance: Starting June 27, 2025, all LMIAs (including GTS) must use the highest of three wage metrics—job bank median, regional rate, or current employee wage—to ensure foreign hires do not undercut local workers.
- Backlogged Processing: Despite official claims, many employers report processing delays of several weeks to months, leaving applicants in a state of limbo.
Inside the GTS Pathway
- Category A: Employers sponsored by a designated referral partner can request specific global talent candidates.
- Category B: Employers hiring from Canada’s High-Demand Occupations List (tech, STEM, specialized trades) without needing referral.
Participants must submit a Labor Market Benefits Plan (LMBP)—commitments such as Canadian mentorship, partnerships, or training programs to justify fast-tracking labor entry.
What’s No Longer “Business as Usual”?
1. Unrealistic Processing Promises
Although GTS outlines a 10-business day LMO timeframe, real-world experiences vary. Many applicants experience delays that far exceed the promised windows—endangering their legal status and job stability.
2. Wesbite Complaints About Status Risk
Some workers report losing work authorization or healthcare access while waiting for delayed permits—despite submitting everything in compliance.
3. Removing LMIA Points from Express Entry
Since LMIA-backed jobs no longer earn CRS points, GTS no longer guarantees an easier route to PR. Applicants should instead focus on other qualifications: language scores, education credentials, provincial nominations.
Fast Facts for Employers & Talent
| Stakeholder | 2025 Update | Key Consideration |
| Employers | GTS still available | Must submit comprehensive LMBP commitments and pay the higher of the wage benchmarks. |
| Global Talent | No CRS points for GTS job offers | Must improve other Express Entry criteria or explore alternative PR pathways |
| Placements | Fast-track expectations may change | Plan for delays: explore bridging options or improve job readiness. |
How Employers Should Prepare
- Design a credible LMBP: Commit to meaningful benefits—training, knowledge sharing, student internships—not mere promises.
- Ensure market-aligned wages: Salaries must adhere to Canadian standards, not just job titles.
- Plan for administrative delays: Include contingency plans for new hires; avoid promising 7-day extensions without backup.
- Avoid relying on LMIA points: Use provincial or skills-based nominations to enhance PR prospects.
What Skilled Pros Should Know
- Don’t rely solely on a job offer: With points gone, focus on improving language skills, obtaining certifications, and earning academic credentials.
- Keep an eye on visa bulletin retrogression: Visa number availability now depends on global caps, not employer priority.
- Explore alternative options: Provincial Nominee Program (PNP) or Trade vs Tech may provide quicker and safer pathways to permanent residence.
- Be aware of expiry dates and bridge options: Delays might require leaving Canada—consider applying for I-485 early or using visitor status strategically.
Why John Hu Migration Consulting Brings Value
At John Hu Migration Consulting, we connect evolving Canadian policies with practical immigration strategies:
- We assist employers in designing GTS-aligned Labor Market Benefits Plans and wage compliance strategies.
- We support global professionals in evaluating visa options—beyond GTS—to provincial or startup pathways.
- We provide advice on contingency planning—covering status bridging, Express Entry optimization, or fallback nominations.
- We stay updated on Canada’s changing policy environment, proactively adjusting strategies for both employer and applicant clients.
Final Thoughts
Canada’s Global Talent Stream remains a key tool for recruiting international talent—especially in tech, innovation, and trade sectors. However, with diminishing incentives from Express Entry, new wage compliance requirements, and processing delays, it is no longer a guaranteed quick route to permanent residency.
For companies and high-skilled individuals planning to use GTS in 2025, now is the time to build resilience into your strategy. Improve skills, refine your approach, and ensure compliance to establish a sustainable path to Canada’s Permanent Residency.
FAQ
What is Canada's Global Talent Stream (GTS), and what is its main purpose?
Canada’s Global Talent Stream (GTS) is a program designed to help Canadian employers hire top-tier, highly-skilled foreign workers for in-demand occupations, particularly in the innovation and tech sectors. Its main purpose is to fast-track the hiring process with a goal of a 7-10 business day processing time for the Labour Market Impact Assessment (LMIA).
What are the major changes to the GTS program taking effect in 2025?
Major changes in 2025 include:
- Express Entry Policy Update: Starting in Spring 2025, job offers supported by an LMIA (including GTS) will no longer award points under Express Entry’s Comprehensive Ranking System (CRS).
- Expanded Wage Compliance: All LMIAs must now use the highest of three wage metrics to ensure foreign workers are not undercutting local wages.
- Processing Delays: Despite official promises, many applicants are experiencing delays of several weeks to months.
How does the removal of LMIA points from Express Entry affect GTS applicants?
The removal of LMIA points from Express Entry means that a GTS-supported job offer no longer provides a significant advantage for applicants seeking permanent residency through the Express Entry system. Applicants can no longer rely on the job offer alone to boost their CRS score; they must now focus on improving other qualifications, such as language scores, education, and provincial nominations, to enhance their PR prospects.
What is the "Labor Market Benefits Plan" (LMBP), and why is it important for employers?
The Labor Market Benefits Plan (LMBP) is a crucial component of the GTS application. It is a set of commitments that employers must make to the Canadian government to justify the fast-tracking of their hiring process. These commitments often include meaningful benefits like mentorship for Canadians, partnerships with educational institutions, or training programs. A credible and well-designed LMBP is essential for a successful application.
What are the differences between GTS Category A and Category B?
- Category A: This is for employers who have been sponsored by a designated referral partner and can request specific global talent candidates.
- Category B: This is for employers who are hiring from Canada’s High-Demand Occupations List (which includes roles in tech, STEM, and specialized trades) and do not need a referral partner.
What should skilled professionals do to prepare for the new GTS landscape in 2025?
Skilled professionals should not rely solely on a job offer for their PR pathway. They should proactively improve their qualifications by:
- Focusing on improving their language skills.
- Obtaining relevant certifications.
- Earning academic credentials.
- Exploring alternative PR pathways such as the Provincial Nominee Program (PNP) or other skills-based streams.
- Being prepared for potential administrative delays and having contingency plans in place.
How can John Hu Migration Consulting assist both employers and skilled professionals with the GTS program?
John Hu Migration Consulting assists by:
- Helping employers design GTS-aligned Labor Market Benefits Plans and ensuring wage compliance.
- Supporting global professionals in evaluating all their visa options, including GTS, PNP, and startup pathways.
- Providing advice on contingency planning, such as status bridging and Express Entry optimization, to build a resilient and sustainable path to Canadian Permanent Residency.
- Proactively monitoring policy changes to adjust strategies in real-time for both employers and applicants.
