Hiring in Canada reflects a dual-language market with distinct regional talent pools. Tech hubs in Toronto, Vancouver, and Montreal compete for skilled workers, while traditional sectors face retention pressure. Hiring managers encounter longer lead times for specialized roles, tight margins on competitive salaries, and the need to navigate work-permit requirements for non-citizens. Language proficiency—English and French—varies by region and role, adding a compliance layer absent in single-language markets. Raffi, an agentic AI recruiter, handles screening and scheduling for candidates who apply to your open roles. Within Canada, Raffi operates in CAD, respects provincial employment standards, and works with your Workable account to pull applicant data. Interview scheduling syncs with Google Calendar. Raffi conducts first-pass screening—technical fit, language capability, work authorization status—then books qualified candidates into your calendar. You see structured feedback and a ranked candidate slate, not a raw CV dump. Canadian hiring often hinges on cultural fit and long-term retention. Raffi's structured interview approach surfaces behavior and motivation early, reducing mis-hires. No sourcing, no passive outreach—only active applicants, vetted at scale. Setup takes days. Screening happens in parallel, compressing your hiring cycle. Ready to hire faster in Canada? Connect with our team to see Raffi in action.
10
Cities supported
30+
Candidate interview languages
<24 hrs
Application to first contact
Raffi calls every applicant for a 10-15 min structured interview. Not just the top 5 résumés — every one. Result: nobody good slips through.
Conversational AI interview, rubric-anchored scoring, transcripts you can read. You get a top 3-5 shortlist while competitors are still scheduling first-rounds.
SaaS pricing from $199/mo. No 15-25% of first-year salary, no per-hire kickback. Cancel anytime.
Canada's labor market shows sectoral divergence. Technology and healthcare remain undersupplied; candidates command premium salaries and choose among multiple offers. Finance and professional services face moderate competition. Skilled trades—electricians, plumbers, equipment operators—are chronically short, pushing wages up. Blue-collar sectors benefit from immigration policy that prioritizes trades; white-collar tech hiring lags behind U.S. velocity. Work-permit dynamics reshape hiring. Most provinces recruit international talent through provincial nominee programs, but processing timelines stretch hiring cycles. Permanent residence sponsorship adds cost and delay, making employers cautious about junior roles. Wage expectations in Toronto and Vancouver reflect cost-of-living; smaller cities offer deeper talent pools at lower salary bands. Retention remains a top concern. Turnover in tech and customer-facing roles is elevated; competitive benefits and remote-work flexibility are table stakes. French-language capability opens access to Quebec talent pools but narrows competition for specific roles. Overall, the market favors candidates, especially in tech and healthcare.
Canadian hiring requires fluency in work authorization categories. Candidates may hold open work permits, employer-specific permits, or Canadian citizenship; many are in provincial nominee streams with processing delays. Language is non-negotiable: roles in Quebec typically mandate French; roles in federal or Toronto firms often require bilingual capability. Salary norms vary sharply by province and role. Vancouver tech engineers command CAD 130K–180K; Montreal salaries track 10–20% lower. Skilled trades in Alberta earn differently than in Atlantic Canada. Benefits expectations include extended health, dental, and pension—standard across sectors. Job boards differ from the U.S.: LinkedIn Canada, Indeed Canada, and specialized sites like Tech.ca and DevelopersInCanada drive visibility. Recruitment agencies remain active, particularly for executive and specialized roles. Remote work expanded permanently; many candidates expect hybrid or remote options. Cultural norms emphasize professionalism, timeliness, and transparent communication. Hiring cycles are often longer than the U.S., reflecting smaller talent pools and higher candidate selectivity.
Raffi's structured interview format and rubric-based scoring is designed to meet anti-discrimination standards in Canada. AI use is disclosed to every candidate, and human review of every hire decision is built in.
Candidate transcripts and recordings are stored with consent, candidate-accessible, and removable on request. Per-country data residency available on Growth plan.
Yes. Raffi operates in 30+ languages and supports candidate calls in any timezone via self-booking — there's no per-country integration. If you can post a role from Canada, you can run Raffi from Canada.
Raffi is calibrated against the major AI-in-hiring frameworks (EU AI Act + NYC Local Law 144) and discloses AI use to every candidate before the call. For Canada-specific work permits and right-to-work checks, those happen outside Raffi — we screen, you verify eligibility before extending an offer.
Main pathways are temporary foreign worker (TFW), open work permit, and provincial nominee program (PNP). TFW requires labor market impact assessment; PNP processing takes 4–8 months. Candidates may already hold open permits or be processing applications. Ask candidates their status early—it affects hire dates. Citizenship or permanent residence is fastest; temporary permits require sponsorship planning.
No. Quebec roles almost always require French. Federal government and major corporations in Ottawa mandate bilingualism. Most private-sector roles in other provinces are English-only, though French ability is a bonus. Specify language requirements in your job post to avoid mismatched applications. Raffi can screen language proficiency during interview.
Salaries are quoted in CAD and vary by province, industry, and seniority. Tech in Toronto: CAD 120K–180K. Montreal: 10–20% lower. Skilled trades: CAD 60K–100K+. Standard benefits include health/dental, RRSP matching, and paid leave. Raffi doesn't price roles, but structured interviews surface candidate expectations early, letting you calibrate offers before formal negotiation.
Agentic recruiting is recruiting done by an AI agent that takes action on your behalf — not a chatbot or résumé summarizer. Raffi calls every applicant for a structured 10-15 minute interview, scores them against your rubric, and hands you a ranked top 3-5. The work happens autonomously.
Most agencies charge 15-25% of first-year salary as a placement fee — a $90k hire runs $13-22k. Raffi is SaaS at $199-599/mo plus per-action credits, typically landing under $10k/year for a team hiring 12 people. Same shortlist quality, no placement contract.
About 25 minutes to onboard, post your first role, and have Raffi ready to interview applicants. No engineering work, no integration project. Connect your work email, paste a JD, you're live.
Free $25 starter credit. No credit card. Screening live by tonight.