Production, resources and infrastructure
Production, resources and infrastructure
What we know deeply
How we work with you
Tech talent does not integrate the way an industrial workforce does: expectations, ways of working and forms of recognition follow a different logic.
A specialized technical role is rarely replaced overnight, which makes retention more critical than in any other sector. People born outside Canada made up 35% of information and communications technology professionals in Quebec in 2023, compared with 25% in 2015 and 18% in 2006, while representing only 22% of the workforce across all industries that same year, according to TechnoCompétences.
That growth means the technical expertise hardest to replace rests on people whose integration remains an ongoing effort rather than a step settled at hiring.
Reading a departure to a competitor as simply a question of salary misses a quieter gap: the feeling of never quite belonging to a team whose implicit cultural references remain those of the majority.
An annual team event is not enough to create that sense of belonging if it does not carry through into daily interactions. What has to be built is a team culture that makes belonging real rather than symbolic.
The technology workforce is highly analytical: it is used to judging the quality of its own work, to questioning a directive it considers poorly founded, and to expecting recognition through the autonomy it is granted rather than through direct supervision. These expectations are not exotic; they are part of the sector's professional culture worldwide.
Integrating this kind of profile means revisiting certain reflexes: giving meaning and context rather than detailed instructions, accepting debate about how things are done, and structuring recognition differently. A company that applies the same integration levers to technology teams as to a production line exposes itself to rapid disengagement.
In some technology companies we observe a practice worth documenting: collaboration begins remotely, from the home country of the person recruited, before any relocation. The worker joins the team remotely, takes part in meetings, delivers their first assignments and gets to know their colleagues well before arriving in Quebec.
That sequence — professional integration remotely first, physical relocation second — reverses the usual order and appreciably reduces the simultaneous load an immigrant normally carries on arrival.
A program that equips your own trainers to pass on professional reference points, within your technical teams.
Speaking engagementsTalks delivered to managers to decode the integration of highly skilled talent.
Tools and materialsTools to start the collaboration remotely, before the person recruited physically relocates.
Training for workersTraining delivered to international workers so they succeed on arrival in a team culture built on autonomy.
International recruitmentRecruitment engagements for the technical profiles where retention is most critical and replacement takes longest.
A specialized technical role is rarely replaced overnight. Let's discuss what could strengthen the sense of belonging on your international teams.
