- Align your Canadian corporate structure with your global expansion goals so you avoid costly restructuring and establish credibility with investors, partners and talent.
- Choose the right immigration pathways for executives and key staff and understand how each supports your growth model.
- Plan for the long game by managing taxes, compliance and cultural onboarding to ensure success when building a global team in Canada.
1. Align Your Canadian Business Strategy with Global Expansion Goals
Before building a global team in Canada, CEOs must first decide how their Canadian operations will fit into their broader growth strategy. The structure you choose will shape tax exposure, compliance obligations and credibility with partners, investors and employees.
Establish the Right Corporate Presence
When expanding into Canada, most businesses choose one of four models. Each comes with its own benefits and trade-offs:
- Subsidiary – A separate Canadian entity that provides strong liability protection and access to government programs, which is often the best option for long-term growth.
- Branch office – Operates as an extension of the foreign company, which makes it simpler to start but riskier for liability and it can create dual taxation issues.
- Joint venture – Useful for partnerships with local firms, especially in industries where Canadian expertise or presence is essential.
- Remote team setup – Allows for market testing without a formal entity, but can limit hiring options and may complicate compliance if the team grows.
Align Structure With Long-Term Goals
- Growth vs. testing – If you’re just testing the market, a lean structure may work. If you want to scale aggressively, a subsidiary or joint venture offers more stability.
- Investor and partner perception – Canadian partners and investors typically prefer working with an incorporated entity.
- Talent recruitment – Establishing a subsidiary can signal permanence and attract stronger local candidates compared to a short-term branch presence.
Key CEO Guidelines
- Think beyond the first year. Set up a structure that can scale, even if it requires more effort initially. Restructuring later can be costly and disruptive.
- Coordinate with advisors. Engage Canadian legal and corporate advisors early to choose the right entity and avoid pitfalls.
- Prepare for operational realities. Even before immigration and tax planning, understand your obligations around payroll, HR compliance and business registration in Canada.
2. Use the Right Immigration Pathways for Building a Global Team in Canada
Once your business structure is in place, the next priority is identifying the best immigration pathways to move executives, managers and key staff into Canada. The right choice depends on your business model, your industry and how quickly you need talent on the ground.
Intra-Company Transfer (ICT) Work Permits
The Intra-Company Transfer program is one of the most efficient ways to move senior executives, managers or specialized knowledge employees from a foreign office into your Canadian operations.
To qualify, the employee must have worked with the parent company abroad for at least one year in the past three years. ICTs are particularly effective when you are setting up a subsidiary or branch office, as they create a direct legal and operational link between the Canadian entity and the foreign headquarters.
CUSMA Work Permits
For American and Mexican companies, the Canada–United States–Mexico Agreement (CUSMA) offers facilitated entry for certain professionals and executives.
This pathway reduces red tape and processing time, which is why it’s a good option for CEOs who need to deploy leadership quickly in Canada without navigating lengthy Labour Market Impact Assessment (LMIA) requirements.
Global Talent Stream (GTS)
Canada’s Global Talent Stream is designed for high-demand, high-wage positions, particularly in technology and specialized fields.
This program offers expedited processing, sometimes within two weeks, and is ideal for CEOs scaling fast in sectors like IT, engineering and artificial intelligence. The GTS also requires employers to commit to a Labour Market Benefits Plan, ensuring long-term contributions to the Canadian workforce.
Start-Up Visa Program
For executives launching a new, innovative business in Canada, the Start-Up Visa Program provides both work authorization and a pathway to permanent residence.
To qualify, companies must secure support from a designated Canadian venture capital fund, angel investor group or business incubator. This program is especially valuable for visionary leaders looking to build a long-term base in Canada while leveraging its diverse talent pool.
Owner-Operator and Entrepreneur Pathways
Executives who plan to own and operate their Canadian entity directly may consider LMIA-based entrepreneur pathways.
While more complex, these routes allow CEOs to demonstrate significant ownership and active management of their Canadian operations. With careful planning, these pathways can transition into permanent residence, supporting long-term business continuity.
3. Plan for Taxes, Compliance and Cross-Border Operations
Even with the right structure and immigration pathway, expansion can falter without strong planning around taxes, compliance and day-to-day operations. CEOs building a global team in Canada should be aware of the following essentials:
- Corporate tax rates and variations – Federal corporate tax is consistent, but provincial rates differ, which is why you should be strategic about the location.
- Permanent establishment rules – Even without a formal office, you may be taxed in Canada if your activities or staff meet the “permanent establishment” threshold.
- Cross-border taxation – Executives and employees may face dual tax obligations in their home country and Canada. Proper structuring of salaries, bonuses and benefits is critical.
- Payroll and employment standards – Canadian law requires timely payroll, tax withholding and compliance with provincial labour standards from day one.
- Corporate registrations and reporting – Depending on your entity type, you may need to register federally and provincially, file annual returns and maintain local directors.
- Immigration compliance for employers – Work permit holders must be tracked and documented. IRCC conducts audits to confirm employers are meeting obligations.
- Healthcare, benefits and insurance – Unlike in some jurisdictions, health coverage is public but varies by province. Private benefits and liability insurance are often required for executives and staff.
- Banking and currency planning – Managing payroll and expenses across currencies requires strong banking relationships and tax-efficient planning.
- Cross-border operations – If you maintain teams in both Canada and abroad, ensure contracts, intellectual property protections and data security policies comply with Canadian law.
4. Build Your Team Legally and Sustainably
Once your company is set up and your executives are in Canada, the next priority is scaling your workforce in a way that protects both your growth and your compliance record. Building a global team in Canada is not only about visas and permits. You need to create structures that last.
Meet All Legal Hiring Requirements
Canada has clear rules on who can work, under what conditions and with what documentation. Employers must:
- Verify work authorization before hiring (work permits, open permits, permanent residency or Canadian citizenship).
- Keep detailed records of every employee’s immigration status and maintain them for at least six years.
- Stay compliant with LMIA or LMIA-exempt pathways, depending on the role.
Establish Fair and Competitive Employment Practices
To attract top global talent, your company must also demonstrate its commitment to fair employment by:
- Aligning salaries and benefits with prevailing Canadian standards.
- Offering clear employment contracts that meet provincial employment laws.
- Providing workplace protections such as occupational health and safety compliance.
Create a Compliance-Ready HR System
Immigration, Refugees and Citizenship Canada (IRCC) and Employment and Social Development Canada (ESDC) conduct random inspections of employers hiring foreign workers. To protect your company:
- Implement internal systems that track permit expiry dates, work conditions and role changes.
- Train HR and management teams on HR compliance obligations.
- Conduct regular audits to avoid penalties or reputational damage.
Think Long-Term With Permanent Residence Pathways
For executives and key hires, offering pathways to permanent residence can strengthen retention. Options may include:
- Express Entry programs for skilled professionals.
- Provincial Nominee Programs (PNPs) tied to your company’s operations.
- Business or entrepreneur programs for executives with ownership roles.
5. Onboard for Culture, Inclusion and Retention
Bringing your global team members into Canada is only half the challenge. The true measure of success lies in how well they adapt, feel supported and stay engaged over the long term. For CEOs building a global team in Canada, cultural onboarding and retention are as critical as immigration compliance.
A thoughtful onboarding strategy should prepare executives and employees for Canadian workplace norms, communication styles and leadership expectations while also helping their families adjust to new healthcare systems, schools and communities.
Inclusion is equally important. Leading companies foster environments where diversity is celebrated and international hires feel valued. Supporting spouses with employment options, providing mentorship opportunities and offering access to community networks helps new employees feel connected and invested in their future.
It’s also important to keep in mind that retention starts on day one. Competitive compensation and benefits are essential, but so is creating clear career pathways and recognizing contributions. By showing your team that Canada is not just a place to work but a place to build a future, you transform immigration into long-term success.
Secure the Future of Your Global Team in Canada
Expanding into Canada is a powerful way to scale your business, but success requires more than visas and paperwork. From strategy and tax planning to compliance and cultural onboarding, every step shapes the outcome. Building a global team in Canada means laying the foundation for growth and long-term success.
At Ackah Business Immigration Law, we guide CEOs through each stage of expansion with tailored strategies that align immigration, business goals and people.
Book an initial call with one of our client engagement coordinators and take the first step toward securing your global team in Canada.
