Key Takeaways

• Leverage digital job portals like 9cv9 and AI-driven recruitment tools to streamline hiring and attract top talent in Montréal’s competitive job market.
• Stay compliant with Québec labor laws and offer competitive salaries, benefits, and flexible work options to appeal to skilled professionals.
• Focus on employer branding, employee engagement, and retention strategies to build a sustainable and high-performing workforce in 2025.

In 2025, finding and hiring employees in Montréal, Canada, presents a unique set of opportunities and challenges for employers.

As the city continues to thrive as a hub of innovation, technology, and diverse industries, the demand for skilled workers is at an all-time high.

Montréal, known for its rich cultural diversity and strong economy, is home to top-tier talent across various sectors, including aerospace, artificial intelligence, technology, healthcare, and finance.

However, the process of recruiting the right talent has become more competitive than ever before, with evolving market conditions, technological advancements, and shifting workforce expectations.

For employers, adapting to the latest hiring trends and understanding the intricacies of the local labor market is crucial.

In 2025, companies must be equipped with modern strategies and tools to attract, engage, and retain top candidates.

With the rise of remote work, a growing focus on diversity and inclusion, and an increasingly digital recruitment process, the way businesses find and hire employees in Montréal has evolved.

As employers face skill shortages in specialized fields and heightened competition for high-demand talent, understanding how to leverage various recruitment methods and technologies is paramount.

Moreover, Québec’s distinct labor laws and regulations, coupled with the city’s unique cultural and linguistic landscape, add another layer of complexity to the hiring process.

Employers must navigate these challenges while ensuring that their recruitment practices are fair, inclusive, and compliant with local and provincial employment standards.

Crafting job listings that stand out in a crowded market, building an effective interview process, and offering attractive compensation packages are just a few of the essential components of a successful hiring strategy in Montréal.

This guide provides a comprehensive overview of how to find and hire employees in Montréal in 2025.

Whether you’re a seasoned HR professional or an employer new to the city, this blog will outline the most effective strategies for identifying top candidates, utilizing modern recruitment tools, and ensuring that your hiring process is streamlined, legal, and aligned with the latest industry best practices.

By staying ahead of the trends and leveraging the right tools, employers in Montréal can build strong, diverse teams that drive success in the years to come.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of How to Find and Hire Employees in Montréal, Canada in 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to [email protected].

Or just post 1 free job posting here at 9cv9 Hiring Portal in under 10 minutes.

How to Find and Hire Employees in Montréal, Canada in 2025

1. Understanding the Montréal Job Market in 2025
2. Effective Strategies to Find Employees in Montréal
3. Optimizing Your Hiring Process for 2025
4. Legal and Regulatory Considerations for Hiring in Montréal
5. Offering Competitive Compensation and Benefits
6. Retaining Top Talent in Montréal

1. Understanding the Montréal Job Market in 2025

In 2025, the job market in Montréal is evolving rapidly, driven by technological advancements, shifting workforce expectations, and industry-specific demands. The city’s economy is diversifying, with new sectors emerging and traditional industries adapting to the digital age. For employers and job seekers alike, understanding the dynamics of this market is crucial for success. In this section, we will explore the key factors influencing the job market in Montréal, including the leading industries, labor market trends, and the challenges both employers and employees face.

Key Industries Driving the Montréal Job Market

Montréal’s economy in 2025 continues to thrive in several key sectors, each contributing to the demand for specialized talent. These industries not only define the city’s economic landscape but also influence hiring practices, skills requirements, and the overall recruitment process.

• Technology and Artificial Intelligence (AI)
  • Montréal is globally recognized as an AI and tech hub, with a strong presence of startups, large tech companies, and research institutions.
  • Companies such as Ubisoft, Element AI, and Google’s AI lab contribute to a high demand for software developers, data scientists, machine learning engineers, and AI specialists.
  • The growth of AI-related roles in Montréal includes positions in natural language processing, deep learning, and automation.
• Aerospace
  • Montréal remains one of the leading aerospace centers in the world, with key players like Bombardier, Pratt & Whitney, and CAE.
  • The aerospace industry continues to drive demand for engineers, avionics specialists, and project managers with expertise in aerospace technologies.
  • The industry also benefits from a strong supply chain of skilled workers in areas like manufacturing, maintenance, and logistics.
• Healthcare and Biotechnology
  • With a growing focus on life sciences and healthcare innovation, Montréal is becoming a hub for biotechnology firms and research institutions.
  • Employers in this sector are seeking medical researchers, biochemists, healthcare technology professionals, and bioinformatics specialists.
  • The demand for skilled nurses, healthcare administrators, and professionals in telemedicine has also increased, in line with the growing trend of digital healthcare solutions.
• Finance and FinTech
  • Montréal’s financial sector has a well-established presence, with a strong focus on wealth management, insurance, and accounting.
  • The city’s growing FinTech sector is attracting tech-savvy finance professionals, particularly in blockchain, cryptocurrency, and digital banking.
  • Professionals with expertise in cybersecurity, financial analytics, and data-driven financial services are in high demand.
• Creative Industries (Media, Arts, and Entertainment)
  • Montréal is known for its creative industries, including film, gaming, music, and design.
  • The city hosts major festivals like the Montreal International Jazz Festival and gaming conferences such as the Montreal International Game Summit (MIGS), generating demand for content creators, video game developers, graphic designers, and multimedia specialists.

Labor Market Trends and Challenges

The job market in Montréal in 2025 reflects a blend of opportunities and challenges for employers and job seekers. Understanding these trends can help organizations stay ahead in attracting and retaining talent.

• Talent Shortages in Specialized Fields
  • Despite a robust job market, Montréal faces talent shortages in highly specialized fields, particularly in technology and AI.
  • Employers in these sectors often struggle to find candidates with the necessary skills, driving them to invest in training programs, offer competitive salaries, and partner with educational institutions to create talent pipelines.
• Remote Work and Hybrid Employment Models
  • The remote work trend, accelerated by the COVID-19 pandemic, remains a significant factor in the job market in 2025.
  • Many employers in Montréal have adopted hybrid work models, allowing employees to work from home part-time or full-time.
  • Companies are increasingly hiring from outside the region, tapping into a global talent pool. This has led to a more competitive hiring landscape, with candidates now having the option to work for organizations across Canada or internationally.
• Focus on Diversity, Equity, and Inclusion (DEI)
  • There is a growing emphasis on diversity and inclusion in Montréal’s job market. Employers are increasingly focusing on creating diverse teams that reflect the city’s multicultural population.
  • Montréal’s labor force is composed of many immigrant communities, and companies are encouraged to prioritize DEI in their hiring practices.
  • Employers must ensure they are compliant with Québec’s laws surrounding labor diversity and avoid discriminatory hiring practices by creating inclusive recruitment strategies.
• Technological Advancements in Recruitment
  • The use of Artificial Intelligence (AI) and automation in recruitment has transformed the hiring landscape. AI-powered tools help companies screen resumes, conduct initial interviews, and assess candidate suitability.
  • Job seekers are also leveraging AI-powered platforms to personalize job search experiences and find positions that match their qualifications and preferences.
  • Virtual recruitment platforms, powered by AI and video conferencing tools, are facilitating faster and more efficient hiring processes in 2025.
• Rising Wages and Employee Expectations
  • With the growing competition for talent, especially in sectors like technology and healthcare, wages in Montréal are steadily rising. Employers must offer competitive compensation packages to attract top candidates.
  • Additionally, employees’ expectations are shifting towards better work-life balance, flexible working hours, and attractive benefits packages.
  • Companies that fail to meet these expectations risk losing talent to organizations offering more attractive packages.

The Impact of Government Regulations

Montréal is governed by both federal and provincial labor laws, which shape the hiring process in the city. Employers must stay informed about the legal framework to ensure compliance and avoid penalties.

• Québec’s Labor Standards
  • Québec has specific labor standards regarding employee rights, including minimum wage, vacation days, and overtime regulations. Employers must ensure their job offers and contracts align with these standards.
  • Employment contracts must be written in French, in compliance with the Charter of the French Language, unless the employee requests otherwise.
• Immigration Policies and Hiring International Talent
  • Québec’s immigration policies are designed to attract skilled workers, especially in sectors with labor shortages like tech, healthcare, and engineering.
  • The provincial government offers programs like the Québec Skilled Worker Program (QSWP) to encourage international talent to fill gaps in local industries.
  • Employers must navigate the immigration system to hire international candidates and ensure compliance with work permit and visa requirements.

Future of the Montréal Job Market

As we look to the future, the job market in Montréal is expected to continue evolving, driven by technological advancements, changing demographics, and new economic opportunities.

• Rise of Green Jobs and Sustainability Initiatives
  • Montréal’s commitment to sustainability and environmental initiatives is creating new job opportunities in green technologies, renewable energy, and environmental conservation.
  • The growing demand for roles in clean energy, sustainable manufacturing, and environmental policy will shape the hiring trends in the coming years.
• Increased Focus on Skill Development and Reskilling
  • In response to rapid technological changes, employers are prioritizing skill development and reskilling programs to ensure their workforce remains competitive.
  • Partnerships between employers, universities, and vocational schools are expected to increase, providing employees with continuous learning opportunities.

By understanding the key industries, trends, challenges, and government regulations shaping the job market in Montréal in 2025, employers can develop effective hiring strategies and adapt to an ever-changing environment. Whether attracting top talent in technology or addressing skill shortages in traditional sectors, staying ahead of the curve will be crucial for organizations looking to succeed in Montréal’s dynamic workforce.

2. Effective Strategies to Find Employees in Montréal

In 2025, finding employees in Montréal requires a strategic, multifaceted approach, leveraging modern recruitment tools and adapting to the evolving labor market dynamics. With a highly competitive job market, a growing reliance on digital technologies, and a focus on diverse talent pools, employers must utilize both traditional and innovative methods to attract and hire top talent. In this section, we will explore effective strategies to find employees in Montréal, highlighting the role of job portals like 9cv9 and recruitment agencies like 9cv9 Recruitment Agency in simplifying and optimizing the hiring process.

1. Leveraging Job Portals for Broader Reach

Job portals remain one of the most effective ways to find employees in 2025. These platforms allow companies to post job listings and connect with a large pool of candidates actively searching for new opportunities.

• 9cv9 Job Portal
  • Wide Candidate Pool: 9cv9 Job Portal offers employers access to a wide range of candidates from different sectors, including technology, healthcare, engineering, and finance. The platform allows companies to search through an extensive database of CVs, making it easier to find qualified candidates.
  • Targeted Job Postings: Employers can create highly targeted job postings based on specific skill sets, experience levels, and job categories. This increases the likelihood of attracting the right candidates for specialized roles.
  • Local Focus: 9cv9 focuses specifically on the job market in Southeast Asia, making it an ideal tool for employers looking to hire local or regional talent, including in Montréal.
• Optimize Job Listings for Searchability
  • Use SEO-optimized job descriptions that are rich in keywords and relevant phrases to increase visibility.
  • Incorporate terms that are relevant to the local market, such as industry-specific terms in both English and French, to attract bilingual candidates.
  • Include important benefits and company culture information, which can increase engagement with potential candidates.

2. Utilizing Recruitment Agencies for Streamlined Hiring

In addition to job portals, recruitment agencies can help employers in Montréal find and hire employees by providing specialized services, a deep understanding of the local labor market, and access to passive candidates who may not be actively searching for jobs.

• 9cv9 Recruitment Agency
  • Expertise in Local and International Hiring: 9cv9 Recruitment Agency specializes in recruiting for a wide range of industries, including tech, healthcare, and finance. Their local knowledge of the Montréal job market allows them to identify candidates with the right skills and cultural fit, ensuring an efficient and effective hiring process.
  • Time-Saving Recruitment Process: The agency handles key stages of the hiring process, including sourcing, screening, and initial interviews, allowing employers to focus on final decision-making. This is especially beneficial for companies with tight timelines or complex recruitment needs.
  • Access to Passive Candidates: Many candidates may not be actively searching for jobs but are open to new opportunities. 9cv9’s network allows them to tap into this passive talent pool, offering employers a broader range of candidates.
• Tailored Recruitment Strategy
  • Agencies like 9cv9 can help tailor recruitment strategies for specific roles, identifying the best channels and techniques to attract the right talent. For example, when hiring for technology positions, they may suggest leveraging tech-focused job boards or attending industry events and conferences.

3. Social Media Recruiting and Networking

Social media has transformed the recruitment landscape, providing an additional avenue to discover potential employees and engage with them directly.

• LinkedIn
  • Targeted Search Features: LinkedIn’s advanced search filters allow employers to find candidates with specific skills, job titles, and experience. Recruiters can target candidates in Montréal or expand their search to global talent pools.
  • Employer Branding: A strong LinkedIn presence is essential for employer branding. Share content related to company culture, employee experiences, and job opportunities to attract passive candidates. This can significantly increase a company’s appeal in a competitive market.
  • Networking Opportunities: LinkedIn groups, industry-specific forums, and networking events (both virtual and in-person) are excellent ways to meet potential employees and build relationships.
• Facebook & Twitter
  • Job Posting Features: Both Facebook and Twitter allow employers to post job openings directly on their company pages. With Facebook’s vast user base, employers can use targeted ads to promote job postings to specific demographics, skill sets, and locations.
  • Engaging Content: Sharing engaging content on company culture, employee testimonials, and career growth opportunities can also increase interest in job listings.

4. Campus Recruiting and University Partnerships

Montréal is home to several leading universities and colleges, making it a prime location for campus recruiting. Graduates from institutions like McGill University, Université de Montréal, and HEC Montréal bring fresh perspectives and the latest industry knowledge.

• University Career Fairs and Events
  • Participate in career fairs hosted by universities in Montréal. These events offer direct access to a pool of highly qualified graduates looking for their first professional opportunities.
  • Establish relationships with university career services, which can help connect employers with students and recent graduates in various fields.
• Internship and Co-op Programs
  • Establishing internship or co-op programs is a great way to test potential employees before making full-time hires. Many students in Montréal are eager to gain practical experience in their fields.
  • Interns often bring innovative ideas and new skills to the workplace, and if the internship is successful, they may transition into full-time positions, saving time and resources in the hiring process.

5. Employee Referral Programs

Employee referral programs continue to be one of the most effective ways to find high-quality employees, particularly in industries like technology, healthcare, and finance.

• Incentivize Referrals
  • Offer incentives such as bonuses or additional benefits for employees who successfully refer candidates who get hired. This motivates employees to actively engage in the recruitment process.
  • Encourage employees to refer candidates from their professional networks, especially those with specialized skills that may be harder to find through traditional recruitment channels.
• Cultural Fit and Retention
  • Employees who are referred by current staff members are often a better cultural fit, as the referrer has a good understanding of the company’s values and work environment.
  • Referrals can lead to higher retention rates, as candidates are more likely to stay with the company if they have a strong connection to the organization and its employees.

6. Job Boards and Niche Websites

In addition to the broader job portals, niche job boards cater to specific industries and can be an effective way to find specialized employees.

• Industry-Specific Job Boards
  • For tech positions, websites like StackOverflow, GitHub Jobs, and AngelList can help employers find qualified candidates with the exact technical expertise they need.
  • For healthcare roles, platforms like HealthCareJobSite or Montréal-specific sites like Ordre des Infirmières et Infirmiers du Québec (OIIQ) can connect employers with candidates who hold the required certifications.
• Local Montréal-Based Job Sites
  • Local platforms like Emploi-Québec, MontréalJobs, and Jobillico are useful for reaching job seekers specifically in the Montréal area. These sites cater to a wide variety of industries, and many candidates in Montréal use them as their primary job search tools.

7. Optimizing Your Website and Career Page

An attractive and user-friendly career page on your website can be a powerful tool in recruiting employees in Montréal.

• Mobile-Friendly Design
  • As more candidates apply for jobs using their mobile devices, ensure that your career page is mobile-optimized to provide a seamless application experience.
• Clear Job Listings and Easy Application Process
  • Post detailed job descriptions with specific qualifications and responsibilities. Allow candidates to easily apply through an intuitive and simple process, whether it be through an integrated application form or by uploading their CV and cover letter directly.
• Employer Branding
  • Your career page should showcase your company culture, mission, and values. Potential candidates want to know what it’s like to work at your organization and how they will contribute to the company’s goals.

8. Engage with Industry-Specific Conferences and Meetups

Attending or sponsoring industry conferences and meetups is an excellent way to network with top talent and promote job openings.

• Tech Meetups and Conferences in Montréal
  • With its booming tech industry, Montréal hosts various conferences like C2 Montréal and the Montréal International Game Summit (MIGS), where employers can connect with potential hires.
  • Industry meetups, such as those organized by Montréal’s AI and tech communities, offer an opportunity to engage with professionals who are passionate about their work and open to new opportunities.

9. Targeting Passive Candidates

Many of the best candidates are not actively looking for a job but are open to opportunities. To find these passive candidates, employers need to take a more proactive approach.

• Engage on LinkedIn and Social Media
  • Use LinkedIn’s InMail to reach out to high-potential candidates who may not be actively job hunting but could be interested in a compelling opportunity.
  • Share engaging content and job openings across your social media platforms to catch the attention of passive candidates who may not be following your company yet.

By utilizing a combination of these effective strategies, including platforms like 9cv9 Job Portal, 9cv9 Recruitment Agency, and various niche job boards, employers in Montréal can find and attract the best candidates in 2025. Whether hiring for specialized roles in technology or general positions across various sectors, the key is to be strategic, leverage multiple channels, and offer an engaging, candidate-focused recruitment process.

3. Optimizing Your Hiring Process for 2025

To stay competitive in Montréal’s evolving job market, businesses must refine their hiring strategies to attract top talent efficiently. Optimizing the hiring process involves leveraging technology, streamlining recruitment workflows, and ensuring a positive candidate experience. Below are key strategies to enhance your hiring process in 2025.

Leveraging AI and Automation for Efficient Recruitment

Modern hiring solutions integrate artificial intelligence (AI) and automation to simplify the recruitment process, saving time and improving hiring accuracy.

• AI-powered resume screening
  • AI-driven software quickly analyzes and shortlists resumes based on job descriptions and predefined criteria.
  • Reduces human bias in initial candidate selection.
  • Examples: 9cv9 Job Portal uses AI to match employers with qualified candidates efficiently.
• Chatbots for candidate engagement
  • AI chatbots provide real-time responses to candidate inquiries about job roles, application statuses, and company culture.
  • Enhances the candidate experience by ensuring prompt communication.
  • Example: Some Montréal-based companies use chatbots to schedule interviews and conduct initial screenings.
• Automated interview scheduling
  • Recruitment software integrates with calendar applications to coordinate interview slots without back-and-forth emails.
  • Increases efficiency and reduces hiring delays.
• AI-driven analytics for hiring decisions
  • AI tools analyze hiring trends, applicant demographics, and interview performance to provide data-driven insights.
  • Helps HR teams refine job descriptions, sourcing strategies, and compensation structures.

Enhancing Employer Branding to Attract Top Talent

A strong employer brand helps companies stand out in Montréal’s competitive job market.

• Optimizing company career pages
  • Ensure the career section on your website is user-friendly, informative, and mobile-optimized.
  • Highlight company culture, employee testimonials, and benefits.
  • Example: Tech startups in Montréal showcase their flexible work policies and innovation-driven work culture to attract candidates.
• Engaging in social media recruitment
  • Use LinkedIn, Facebook, and Instagram to share job openings and company updates.
  • Create engaging content, such as behind-the-scenes videos of the workplace and employee success stories.
• Encouraging employee advocacy
  • Current employees can be the best brand ambassadors. Encourage them to share job openings and positive experiences on their social networks.
  • Example: Companies in Montréal’s tech sector use LinkedIn recommendations and Glassdoor reviews to boost employer credibility.

Expanding Candidate Sourcing Channels

Diversifying sourcing strategies ensures access to a broader talent pool in Montréal.

• Utilizing job portals and recruitment agencies
  • Platforms like 9cv9 Job Portal connect employers with qualified professionals in Montréal.
  • Partnering with 9cv9 Recruitment Agency streamlines the hiring process by leveraging expert headhunters.
• Networking through industry events and job fairs
  • Attending tech summits, career expos, and networking events helps businesses connect with potential hires.
  • Example: Montréal’s annual AI job fair attracts skilled professionals in artificial intelligence and data science.
• Collaborating with universities and colleges
  • Partnering with institutions like McGill University and Université de Montréal provides access to fresh graduates and internship candidates.
  • Example: Companies in the healthcare sector recruit students from specialized training programs.
• Leveraging referral programs
  • Employee referral programs incentivize current staff to recommend qualified candidates.
  • Example: Some Montréal firms offer cash bonuses for successful hires through referrals.

Improving the Candidate Experience

A seamless candidate experience enhances your reputation as an employer and increases offer acceptance rates.

• Clear and transparent job descriptions
  • Job postings should outline responsibilities, qualifications, salary range, and company culture.
  • Example: Montréal-based firms include salary transparency to attract candidates who align with their budget.
• Efficient and structured interview process
  • Use structured interviews with predefined questions to ensure fair assessments.
  • Conduct panel interviews to gather multiple perspectives on a candidate.
  • Example: Some technology firms in Montréal use skill-based assessments alongside behavioral interviews.
• Timely follow-ups and feedback
  • Keeping candidates informed about their application status builds trust.
  • Providing constructive feedback to rejected applicants enhances the employer brand.

Ensuring a Seamless Onboarding Process

A well-structured onboarding program helps new hires integrate quickly and improves retention rates.

• Preboarding engagement
  • Send welcome emails, introduce team members, and provide an overview of company policies before the start date.
  • Example: Some companies in Montréal provide virtual tours of the office before onboarding.
• Comprehensive onboarding plans
  • Assign mentors or onboarding buddies to help new employees adjust.
  • Offer structured training programs for the first few weeks.
• Regular check-ins and feedback collection
  • Conduct 30-day, 60-day, and 90-day reviews to assess employee satisfaction.
  • Example: Tech startups in Montréal use HR analytics to measure onboarding success and make improvements.

By optimizing your hiring process in Montréal, businesses can attract top talent, enhance efficiency, and build a strong workforce in 2025. Implementing AI-driven recruitment tools, enhancing employer branding, and improving candidate experience will be key to successful hiring.

4. Legal and Regulatory Considerations for Hiring in Montréal

Hiring employees in Montréal requires compliance with various legal and regulatory frameworks at the federal, provincial, and municipal levels. Employers must understand employment laws, taxation policies, and labor rights to ensure a smooth and legally compliant hiring process. Below are key legal and regulatory considerations for hiring employees in Montréal in 2025.

1. Employment Standards and Labor Laws in Québec

Employers in Montréal must adhere to employment laws governed by the Act Respecting Labour Standards (Loi sur les normes du travail – LNT) in Québec. These regulations define employee rights and employer obligations.

• Minimum Wage
  • Québec updates its minimum wage regularly to align with economic conditions.
  • As of 2025, employers must stay informed about wage adjustments announced by the Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST).
• Work Hours and Overtime
  • The standard workweek in Québec is 40 hours.
  • Overtime is compensated at 1.5 times the regular hourly wage for hours worked beyond 40.
  • Certain industries, such as IT and finance, may have specific exemptions.
• Rest and Break Periods
  • Employees are entitled to at least 30 minutes of unpaid break after five consecutive hours of work.
  • Additional breaks may be granted depending on company policies or collective agreements.
• Vacation and Public Holidays
  • Employees earn paid vacation based on tenure:
    • 1 year of service: Minimum of 2 weeks
    • 5+ years of service: Minimum of 3 weeks
  • Québec observes statutory holidays such as National Holiday (Saint-Jean-Baptiste Day) and Canada Day, which require employers to provide time off or compensation.

2. Employment Contracts and Agreements

Employment contracts must be drafted in compliance with Québec labor laws to avoid legal disputes and protect both employers and employees.

• Types of Employment Contracts
  • Permanent (Indeterminate) Contracts: No fixed end date, subject to termination conditions.
  • Fixed-Term Contracts: End on a predetermined date; commonly used for project-based roles.
  • Part-Time and Temporary Contracts: Offer limited hours or short-term employment based on company needs.
• Mandatory Clauses in Employment Contracts
  • Job title and responsibilities
  • Salary and benefits
  • Work schedule and location
  • Termination and notice period terms
  • Confidentiality and non-compete clauses (where applicable)
• Bilingual Contracts (French and English)
  • Québec’s Charter of the French Language mandates that employment contracts must be provided in French unless both parties agree to another language.
  • Employers hiring foreign workers must ensure compliance with language requirements.

3. Hiring Foreign Workers and Work Permits

Montréal is a diverse city with a strong demand for skilled workers, making foreign worker recruitment an essential aspect of hiring strategies. Employers must navigate immigration laws and work permits to ensure compliance.

• Work Permits and Visa Categories
  • Labour Market Impact Assessment (LMIA): Required for most foreign hires unless exempt.
  • Québec Experience Program (PEQ): Allows certain international students and workers to apply for permanent residency faster.
  • Global Talent Stream (GTS): Fast-tracks work permits for highly skilled tech workers.
• Employer Obligations for Hiring Foreign Workers
  • Must prove efforts to hire locally before seeking foreign candidates (unless under an exemption).
  • Ensure compliance with salary and working conditions equivalent to Canadian workers.
  • Provide support for work permit renewals and permanent residency applications if needed.

4. Taxation and Payroll Obligations

Employers in Montréal must comply with federal and provincial tax laws, payroll deductions, and reporting requirements.

• Mandatory Payroll Deductions
  • Income Tax: Deducted based on employee earnings and tax brackets.
  • Canada Pension Plan (CPP) Contributions: Québec operates its own plan, the Québec Pension Plan (QPP).
  • Employment Insurance (EI) Premiums: Contributions required from both employer and employee.
  • Québec Parental Insurance Plan (QPIP): Employers and employees contribute to fund parental leaves.
• Employer Payroll Taxes
  • Québec Health Services Fund (QHSF): Employers contribute a percentage of payroll toward provincial healthcare funding.
  • Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST): Employers must pay premiums to cover workplace safety insurance.
• Remittance Schedules and Compliance
  • Employers must remit payroll deductions to the Canada Revenue Agency (CRA) and Revenu Québecon a monthly or quarterly basis, depending on company size.
  • Non-compliance can lead to fines and penalties.

5. Workplace Safety and Employee Rights

Employers must adhere to strict workplace health and safety regulations under CNESST to protect employees from occupational hazards.

• Workplace Safety Obligations
  • Provide adequate training on health and safety protocols.
  • Implement proper emergency procedures and first-aid kits.
  • Maintain clear records of workplace accidents and incidents.
• Workers’ Compensation Coverage
  • Employees injured at work may receive compensation benefits through CNESST.
  • Employers must ensure proper documentation and compliance with safety regulations.

6. Diversity, Inclusion, and Non-Discrimination Laws

Montréal promotes diversity, equity, and inclusion (DEI) in hiring and workplace policies. Employers must ensure non-discriminatory hiring practices.

• Québec Charter of Human Rights and Freedoms
  • Prohibits discrimination based on age, gender, ethnicity, disability, sexual orientation, and religion.
  • Employers must accommodate employees with disabilities where reasonable.
• French Language Requirements in the Workplace
  • The Charter of the French Language requires businesses to operate in French.
  • Job postings must be in French, and internal communications must prioritize French usage.
• Pay Equity Act
  • Employers must ensure fair compensation across gender and demographic groups.
  • Regular salary audits may be required for companies with 10 or more employees.

7. Hiring Through Recruitment Agencies and Job Portals

Navigating legal complexities can be challenging for employers, making recruitment agencies and job portalsessential for hiring in Montréal.

• 9cv9 Job Portal
  • A leading job portal helping employers connect with top talent in Montréal.
  • Offers AI-driven candidate matching and applicant tracking solutions.
• 9cv9 Recruitment Agency
  • Specializes in end-to-end recruitment solutions, including legal compliance consulting.
  • Helps businesses hire both local and international employees while ensuring compliance with Québec labor laws.

Conclusion

Hiring employees in Montréal requires a thorough understanding of labor laws, payroll regulations, immigration policies, and workplace safety standards. Employers must stay updated on legal requirements to avoid penalties and ensure a compliant hiring process. Utilizing job portals like 9cv9 and recruitment agencies like 9cv9 Recruitment Agency can streamline hiring while ensuring adherence to Montréal’s employment laws.

5. Offering Competitive Compensation and Benefits

To attract and retain top talent in Montréal’s competitive job market, employers must provide competitive compensation packages and attractive benefits. Given the rising cost of living, evolving employee expectations, and the increasing demand for skilled workers, companies that offer well-structured salary packages and comprehensive perks will have a significant advantage in hiring and employee retention.

1. Understanding Competitive Salaries in Montréal

Salary expectations in Montréal vary depending on the industry, job role, level of experience, and company size. Employers should benchmark salaries against market trends to remain competitive.

• Industry-Specific Salary Trends
  • Technology and IT: Software developers, data analysts, and AI specialists command higher salaries due to demand. Example: A senior software engineer can earn between $100,000 – $130,000 CAD annually.
  • Healthcare: Nurses, physicians, and medical researchers have seen salary increases due to workforce shortages. Example: Registered nurses earn around $80,000 – $95,000 CAD per year.
  • Finance and Banking: Financial analysts, accountants, and investment professionals receive premium salaries due to economic growth. Example: A financial analyst earns approximately $75,000 – $95,000 CAD.
  • Engineering: Civil, mechanical, and electrical engineers are in high demand, leading to competitive salaries. Example: Electrical engineers earn between $85,000 – $110,000 CAD annually.
• Factors Influencing Salary Structures
  • Experience level: Senior professionals earn significantly higher than entry-level employees.
  • Location: Salaries in downtown Montréal are generally higher due to the cost of living.
  • Skills and certifications: Employees with in-demand certifications, such as AI, cybersecurity, and project management, command higher salaries.

2. Structuring a Competitive Compensation Package

A well-balanced compensation package includes more than just a base salary. Employers in Montréal should consider the following elements:

• Base Salary
  • The fixed component of an employee’s earnings.
  • Should be aligned with market standards and inflation adjustments.
  • Example: Offering above-industry-average salaries can help companies attract top talent faster.
• Performance-Based Bonuses
  • Motivates employees to achieve company goals and enhances productivity.
  • Types of bonuses:
    • Annual performance bonus (based on individual or team performance).
    • Profit-sharing bonuses (offered as a percentage of company earnings).
    • Signing bonuses for highly sought-after roles.
• Stock Options and Equity
  • A highly attractive benefit for startups and tech companies.
  • Encourages long-term commitment by giving employees a stake in the company’s success.
  • Example: Many Montréal-based startups offer Restricted Stock Units (RSUs) to retain top-tier software engineers.
• Commission-Based Pay (for Sales Roles)
  • Often used in sales, marketing, and finance-related jobs.
  • Example: Sales executives in Montréal may receive a base salary of $50,000 – $70,000 CAD plus 10-20% commission based on revenue generated.

3. Essential Employee Benefits in Montréal

A competitive benefits package significantly enhances an employer’s appeal to job seekers. Employees in Montréal expect a mix of healthcare, financial security, and work-life balance benefits.

• Healthcare and Insurance Benefits
  • Québec’s public healthcare system covers many medical services, but private insurance is still an attractive perk.
  • Extended health benefits may include:
    • Dental and vision care (not covered under public healthcare).
    • Mental health support and therapy sessions.
    • Prescription drug coverage.
    • Life and disability insurance for financial security.
  • Example: Companies like Bell Canada offer 100% employer-paid health benefits, making them a preferred employer.
• Retirement and Pension Plans
  • Employers must contribute to the Québec Pension Plan (QPP), but additional retirement benefits enhance job attractiveness.
  • Options include:
    • Registered Retirement Savings Plan (RRSP) matching (employers match employee contributions).
    • Defined benefit pension plans for financial stability in retirement.
  • Example: Some companies in Montréal match up to 5% of an employee’s salary in an RRSP.
• Paid Leave and Vacation Policies
  • Québec mandates a minimum of two weeks’ paid vacation, increasing to three weeks after five years of service.
  • Many companies enhance their leave policies to attract employees:
    • Additional vacation days based on seniority.
    • Unlimited PTO (Paid Time Off) policies in flexible workplaces.
    • Paid family leave and parental benefits beyond Québec’s parental insurance plan (QPIP).
  • Example: Tech companies like Shopify Canada offer flexible vacation policies to promote work-life balance.

4. Work-Life Balance and Non-Monetary Perks

Beyond salary and benefits, work-life balance and company culture play a crucial role in attracting and retaining employees.

• Flexible Work Arrangements
  • Hybrid work and remote options are now expected by professionals.
  • Companies should offer:
    • Flexible work hours (e.g., start between 7 AM – 10 AM).
    • Work-from-home (WFH) policies to accommodate work-life balance.
    • Co-working space reimbursements for remote employees.
  • Example: Companies like Desjardins and National Bank of Canada offer hybrid work models to remain competitive.
• Professional Development and Career Growth
  • Employees prioritize continuous learning and career advancement.
  • Employers can attract talent by offering:
    • Tuition reimbursement programs for further education.
    • Sponsorship for industry certifications (e.g., PMP, CFA, AWS).
    • Internal promotion programs to foster long-term retention.
  • Example: Many companies in Montréal partner with universities like McGill and Concordia for executive education programs.
• Wellness Programs and Employee Assistance Plans (EAPs)
  • Ensuring employee well-being enhances productivity and reduces burnout.
  • Key wellness initiatives:
    • Gym memberships and wellness stipends.
    • On-site fitness classes or virtual wellness programs.
    • Counseling services and stress management workshops.
  • Example: Large corporations like IBM Canada provide employee assistance programs (EAPs) to support mental health.

5. Leveraging Recruitment Agencies and Job Portals for Competitive Hiring

To ensure companies attract top-tier talent in Montréal, using recruitment services and job portals like 9cv9 can significantly improve hiring outcomes.

• 9cv9 Job Portal
  • A trusted platform for connecting employers with skilled professionals in Montréal.
  • Provides AI-powered talent matching for efficient recruitment.
• 9cv9 Recruitment Agency
  • Assists companies in structuring competitive compensation packages to attract top candidates.
  • Offers salary benchmarking insights to help employers stay ahead in the job market.
  • Supports businesses in hiring local and international talent while ensuring compliance with Québec labor laws.

Conclusion

Offering competitive compensation and benefits is critical for hiring success in Montréal in 2025. Employers must go beyond base salaries and provide bonuses, stock options, comprehensive benefits, work-life balance initiatives, and professional growth opportunities. Leveraging recruitment agencies like 9cv9 ensures companies can attract the best talent while staying compliant with local labor regulations. By prioritizing employee well-being and career development, organizations can establish themselves as top employers in Montréal’s evolving job market.

6. Retaining Top Talent in Montréal

Retaining top talent is a crucial challenge for employers in Montréal as competition for skilled professionals intensifies. With evolving workplace expectations, the rise of hybrid work models, economic fluctuations, and shifting employee priorities, companies must implement strategic retention initiatives to keep their workforce engaged, motivated, and loyal.

To ensure long-term employee satisfaction and minimize turnover, organizations must focus on competitive compensation, professional development, work-life balance, workplace culture, and strong leadership.

1. Offering Competitive Compensation and Benefits

Salaries and benefits remain key drivers of employee retention. Companies must ensure that their compensation packages are aligned with industry standards and inflation rates to prevent talent from seeking better opportunities elsewhere.

• Market-Competitive Salaries
  • Regularly benchmark salaries against industry standards in Montréal.
  • Adjust pay structures annually to account for inflation and cost-of-living increases.
  • Example: Tech companies like Ubisoft Montréal offer competitive salary increments to retain senior software developers.
• Performance-Based Incentives
  • Offer annual merit-based salary increases and bonuses.
  • Introduce profit-sharing schemes to encourage long-term commitment.
  • Provide equity or stock options to high-performing employees in startups and tech firms.
• Comprehensive Benefits Package
  • Offer extended health and dental benefits, including mental health support.
  • Provide RRSP (Registered Retirement Savings Plan) matching to enhance financial security.
  • Offer additional paid vacation days beyond Québec’s legal requirements.
• Retention Bonuses
  • Reward employees who stay beyond a certain tenure with cash incentives.
  • Example: Many finance and investment firms in Montréal provide retention bonuses to prevent poaching by competitors.

2. Prioritizing Career Growth and Professional Development

Employees stay longer in organizations where they see clear career progression and skill development opportunities. Investing in employees’ growth fosters loyalty and enhances workplace engagement.

• Internal Promotion Programs
  • Establish clear career progression paths with defined growth milestones.
  • Promote from within the organization rather than hiring externally for senior roles.
  • Example: National Bank of Canada has a strong internal promotion policy to retain top banking professionals.
• Training and Upskilling Opportunities
  • Provide funding for certifications and professional courses (e.g., PMP, CFA, AWS, AI/ML training).
  • Partner with universities like McGill and Université de Montréal for executive education programs.
  • Offer online learning platforms like LinkedIn Learning and Coursera for continuous skill development.
• Mentorship and Coaching Programs
  • Pair senior leaders with junior employees for knowledge transfer and career guidance.
  • Conduct quarterly coaching sessions to help employees navigate career challenges.
• Cross-Departmental Exposure
  • Allow employees to rotate between departments to gain diverse experience.
  • Example: Consulting firms in Montréal, such as Deloitte and PwC, provide rotational programs to develop leadership skills.

3. Promoting a Strong Work-Life Balance

Work-life balance is a top priority for employees in 2025, particularly with the rise of remote and hybrid work models. Organizations must implement policies that reduce burnout and enhance job satisfaction.

• Flexible Work Schedules
  • Allow employees to set flexible working hours.
  • Implement asynchronous work policies for distributed teams.
• Hybrid and Remote Work Options
  • Provide employees with the option to work remotely part-time or full-time.
  • Offer co-working space stipends for those who prefer flexible office environments.
  • Example: Tech startups in Montréal, such as Element AI, provide permanent remote work options to retain developers.
• Paid Time Off (PTO) and Vacation Policies
  • Offer above-standard vacation days to encourage employee well-being.
  • Implement mental health days to prevent burnout.
  • Example: Some companies in Montréal provide “Summer Fridays,” allowing employees to leave early during summer months.
• Parental Leave and Family Support
  • Extend paid parental leave beyond Québec Parental Insurance Plan (QPIP) requirements.
  • Provide childcare assistance or daycare partnerships.
  • Offer “return-to-work” support for parents re-entering the workforce.

4. Creating an Inclusive and Engaging Company Culture

A positive work culture is a key determinant of employee retention. Organizations that foster inclusivity, diversity, and team engagement are more likely to retain their best employees.

• Diversity, Equity, and Inclusion (DEI) Initiatives
  • Ensure hiring, promotions, and salary structures are equitable across gender and ethnic groups.
  • Create employee resource groups (ERGs) for underrepresented communities.
  • Implement anti-discrimination training for leadership and employees.
• Recognition and Rewards Programs
  • Acknowledge employees’ efforts through monthly, quarterly, and annual awards.
  • Provide monetary rewards or additional perks for outstanding performance.
  • Example: Companies like Desjardins in Montréal provide peer-recognition platforms to boost workplace morale.
• Team-Building Activities and Social Engagement
  • Organize corporate retreats and offsite team-building events.
  • Encourage employee-led clubs (e.g., sports teams, book clubs, gaming groups).
  • Host quarterly town halls to maintain open communication between leadership and employees.

5. Strengthening Leadership and Management Practices

Effective leadership plays a crucial role in employee retention. Companies must invest in managerial development programs to ensure leaders foster positive work environments.

• Empathetic Leadership Training
  • Train managers to support employees emotionally and professionally.
  • Implement “open-door policies” to encourage communication.
• Regular Performance Reviews and Feedback
  • Conduct bi-annual or quarterly performance reviews to provide constructive feedback.
  • Focus on goal setting and career alignment rather than just performance metrics.
• Transparent Communication and Decision-Making
  • Keep employees informed about company goals, changes, and strategies.
  • Encourage two-way feedback mechanisms for employees to voice concerns.
  • Example: Companies like Air Canada conduct regular employee surveys to measure satisfaction and engagement.

6. Leveraging Recruitment Agencies and Job Portals for Retention Insights

Recruitment agencies and job portals can provide valuable insights into industry trends, employee expectations, and retention strategies.

• 9cv9 Job Portal
  • Helps companies analyze talent trends in Montréal to improve retention strategies.
  • Provides tools to track employee satisfaction and engagement through analytics.
• 9cv9 Recruitment Agency
  • Assists companies in identifying high-risk turnover employees.
  • Offers customized retention solutions, including career path planning and employee engagement strategies.

Conclusion

Retaining top talent in Montréal in 2025 requires a comprehensive approach that addresses compensation, career growth, work-life balance, company culture, and leadership effectiveness. Companies that invest in their employees’ well-being, recognize their contributions, and foster a strong workplace culture will successfully retain their most valuable talent.

By leveraging strategic retention initiatives and recruitment insights from platforms like 9cv9, organizations can build a loyal, engaged workforce that contributes to long-term business success.

Conclusion

Finding and hiring employees in Montréal, Canada, in 2025 requires a strategic, multi-faceted approach that aligns with the evolving labor market, technological advancements, and shifting workforce expectations. Employers must leverage digital hiring platforms, optimize recruitment processes, offer competitive compensation, and create a strong employer brand to attract and retain top talent in one of Canada’s most dynamic job markets.

With Montréal’s economy thriving in industries like technology, finance, healthcare, and manufacturing, the demand for skilled professionals continues to rise. However, the city’s competitive hiring landscape and changing labor regulations necessitate a proactive recruitment strategy that addresses both short-term and long-term talent acquisition goals. Organizations that effectively adapt to new hiring trends, integrate innovative recruitment methods, and foster a positive workplace culture will have a significant advantage in securing the best candidates.

Key Takeaways for Finding and Hiring Employees in Montréal in 2025

To build a strong and sustainable workforce in Montréal, employers should focus on the following critical areas:

1. Leveraging Digital Recruitment Platforms and AI Hiring Tools

• Utilize advanced AI-powered job portals like 9cv9 to streamline hiring processes and access a larger pool of candidates.
• Implement automated applicant tracking systems (ATS) to filter and rank top applicants efficiently.
• Explore AI-driven interview software to enhance candidate screening and selection.

2. Expanding Hiring Channels and Employer Branding

• Strengthen employer branding through engaging content, employee testimonials, and active social media presence.
• Use LinkedIn, Glassdoor, and industry-specific job boards to attract qualified talent.
• Engage in campus recruitment programs at universities such as McGill and Université de Montréal to hire emerging talent.

3. Ensuring Compliance with Legal and Regulatory Hiring Requirements

• Stay updated with Québec labor laws, including minimum wage, work permits, and diversity hiring policies.
• Implement inclusive hiring practices to comply with employment equity laws and foster workplace diversity.
• Offer fair and transparent employment contracts that outline benefits, job expectations, and compliance with local labor regulations.

4. Offering Competitive Compensation and Benefits

• Conduct salary benchmarking to align with industry standards in Montréal’s labor market.
• Provide comprehensive benefits packages, including healthcare, retirement plans, and wellness programs.
• Offer performance-based bonuses, equity options, and flexible work arrangements to attract top candidates.

5. Fostering a Strong Workplace Culture and Employee Engagement

• Develop a positive workplace culture that prioritizes diversity, inclusion, and employee well-being.
• Provide career development opportunities such as mentorship programs, professional training, and leadership development.
• Create work-life balance initiatives, including remote work options, flexible schedules, and mental health support.

6. Partnering with Recruitment Agencies for Targeted Hiring

• Collaborate with recruitment firms like 9cv9 Recruitment Agency for specialized hiring support.
• Use headhunting services for senior and executive roles requiring niche expertise.
• Engage in temporary staffing solutions for seasonal or project-based hiring needs.

The Future of Hiring in Montréal: What to Expect Beyond 2025

The hiring landscape in Montréal is expected to evolve with continued technological innovations, workforce mobility, and economic shifts. Companies that embrace automation, prioritize employee well-being, and foster inclusive work environments will be better positioned to attract and retain top talent in the years ahead.

• AI and automation in recruitment will continue to play a major role in streamlining hiring workflows, improving candidate matching, and reducing bias in hiring decisions.
• Remote and hybrid work models will remain a standard offering for companies seeking to attract global talent while enhancing employee satisfaction.
• The demand for specialized skills in AI, cybersecurity, healthcare, and sustainability will grow, requiring companies to invest in workforce reskilling and continuous education programs.

Final Thoughts

Hiring the right employees in Montréal in 2025 requires a well-rounded approach that integrates digital recruitment strategies, compliance with local regulations, competitive compensation packages, and a strong employer brand. Companies that prioritize technology-driven hiring solutions, inclusive hiring practices, and long-term employee engagement strategies will successfully build a resilient and high-performing workforce.

By leveraging job portals like 9cv9, recruitment agencies, and innovative hiring tools, employers can stay ahead of the competition and secure top talent in Montréal’s rapidly evolving job market. Investing in employee satisfaction, growth, and well-being will not only enhance recruitment success but also drive long-term business sustainability and organizational excellence.

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People Also Ask

How can I find employees in Montréal in 2025?

Use job portals like 9cv9, LinkedIn, and Indeed, along with recruitment agencies and networking events to connect with top talent.

What are the best job portals for hiring in Montréal?

Top job portals include 9cv9, Jobboom, Jobillico, Indeed, Workopolis, and the Québec government’s Emploi-Québec platform.

Is it difficult to hire employees in Montréal in 2025?

Hiring can be competitive, especially for skilled roles, but using the right recruitment strategies and offering competitive benefits can attract top talent.

What industries have the highest job demand in Montréal?

IT, healthcare, finance, engineering, AI, and manufacturing are among the top industries with high job demand in Montréal.

How can I attract top talent in Montréal?

Offer competitive salaries, flexible work options, career growth opportunities, and strong employer branding to attract the best candidates.

What are the labor laws for hiring in Montréal?

Employers must comply with Québec’s labor laws, including minimum wage regulations, working hours, paid leave, and employee rights.

What is the minimum wage in Montréal in 2025?

The minimum wage in Québec is updated annually. Check the latest rate on the Québec government’s official website.

Should I use a recruitment agency in Montréal?

Yes, recruitment agencies like 9cv9 can help source, screen, and hire qualified candidates efficiently.

How long does the hiring process take in Montréal?

The hiring process can take anywhere from two weeks to several months, depending on the industry and job role.

What are the best recruitment strategies in Montréal?

Utilizing job boards, social media, networking, employee referrals, and recruitment agencies are effective hiring strategies.

Is remote hiring common in Montréal?

Yes, remote and hybrid work models are becoming more popular, especially in IT, marketing, and customer service roles.

How can I verify a candidate’s credentials in Montréal?

Perform background checks, contact references, and validate certifications through official institutions or regulatory bodies.

What benefits should I offer to employees in Montréal?

Health insurance, retirement plans, paid leave, flexible work options, and professional development programs are highly valued.

How do I ensure compliance with Québec’s hiring regulations?

Consult legal experts, review Québec’s labor laws, and implement compliant hiring practices to avoid legal risks.

What is the unemployment rate in Montréal in 2025?

The unemployment rate fluctuates. Check Statistics Canada for the most recent data on Montréal’s labor market.

How can I make my job posting stand out?

Write clear job descriptions, highlight benefits, use engaging language, and post on high-traffic job portals like 9cv9.

What are the best ways to retain employees in Montréal?

Provide career growth opportunities, a positive work environment, competitive compensation, and employee recognition programs.

What is the average salary for skilled workers in Montréal?

Salaries vary by industry. Tech roles average around CAD 80,000–120,000, while healthcare and finance professionals also earn competitive wages.

Do I need to offer bilingual positions in Montréal?

French is the official language, so many roles require bilingual (French and English) candidates, especially in customer-facing jobs.

What are the most in-demand skills in Montréal?

Tech skills (AI, programming, cybersecurity), healthcare expertise, financial analysis, and multilingual abilities are highly sought after.

How do I create an employer brand in Montréal?

Showcase company culture, highlight employee success stories, engage in corporate social responsibility, and maintain an active online presence.

Can I hire international workers in Montréal?

Yes, but employers must follow immigration laws and obtain necessary work permits through programs like the Temporary Foreign Worker Program (TFWP).

What interview techniques work best in Montréal?

Behavioral interviews, skill assessments, and cultural fit evaluations help in hiring the right candidates.

Is AI recruitment software useful for hiring in Montréal?

Yes, AI tools streamline candidate screening, skill assessments, and job matching, improving hiring efficiency.

How can startups hire employees in Montréal?

Leverage government hiring incentives, use job portals like 9cv9, and offer equity or growth opportunities to attract talent.

What are the costs associated with hiring employees in Montréal?

Costs include salaries, benefits, recruitment fees, training expenses, and payroll taxes, which vary based on job roles and company size.

How can small businesses compete with large companies for talent?

Offer unique perks, flexible work arrangements, career growth, and a strong company culture to attract employees.

Are internships a good way to find employees in Montréal?

Yes, hiring interns from local universities can help build a strong talent pipeline and convert them into full-time employees.

Where can I find government hiring grants and subsidies in Montréal?

Check the Québec government’s website for programs supporting businesses in hiring, training, and wage subsidies.