Tech Labor Shortage in Quebec: 8 Solutions for Businesses
Quebec faces an unprecedented structural labor shortage. With over 150,000 job vacancies and a working-age population declining for the first time in over a century, tech companies must rethink their recruitment strategies. Here are eight concrete solutions to overcome this challenge.
1. Expand the Candidate Pool Through Immigration
The Francophone Mobility Program and Global Talent Stream allow companies to attract international tech professionals with reduced processing times. Quebec companies have an advantage: the francophone community attracts talent from France, Belgium, North Africa, and Sub-Saharan Africa.
In 2026, Quebec plans to welcome over 50,000 permanent immigrants, with a significant proportion in the technology sector. To support these talents, check our guide on immigration and tech employment in Quebec.
2. Invest in Internal Training
Rather than searching for the perfect candidate, train your current employees in sought-after skills. Upskilling programs in AI, cybersecurity, and cloud computing fill internal gaps while strengthening retention.
Quebec's training tax credits (1% law) provide a favorable tax framework for these investments.
3. Review Job Requirements
Too many tech job postings demand 5 years of experience in technologies that have only existed for 3 years. Distinguish essential skills from nice-to-haves. A candidate with 80% of required skills and strong learning ability is often a better investment than a "perfect" candidate who will take 6 more months to recruit.
4. Accelerate the Recruitment Process
Top tech candidates remain available for an average of 10 days. A 4-6 week recruitment process with 5 interviews is no longer viable. At VALO, we recommend:
- A maximum 3-step process
- A 2-week timeline from first contact to offer
- A decision communicated within 48 hours of the final interview
5. Offer Competitive Compensation
Tech salaries in Montreal have increased by 15-20% in recent years. An offer below market rate will be systematically rejected. Beyond base salary, candidates value:
- Performance bonuses and profit sharing
- Stock options (for startups)
- Training and conference budgets
- Home office allowances
Check our Montreal tech salary guide for 2026 to calibrate your offers.
6. Develop Your Employer Brand
Developers and engineers choose their employer as much as the employer chooses them. Invest in:
- An attractive careers page with employee testimonials
- An active presence on LinkedIn and GitHub
- Participation in local tech events (Confoo, MTL + Data, DevFest Montreal)
- Contributing to open source and knowledge sharing
7. Explore Non-Traditional Talent
Bootcamp graduates, career changers, and self-taught developers represent an underexploited talent pool. Many high-performing developers don't have a university degree in computer science. Evaluate skills rather than diplomas.
Quebec's tech retraining programs (AEC, bootcamps) produce motivated and operational candidates. Discover our article on tech career changes in Quebec.
8. Partner with a Specialized Recruitment Agency
A specialized permanent tech recruitment agency like VALO provides a decisive advantage: a network of qualified, pre-screened candidates, in-depth market knowledge, and an optimized process that reduces recruitment time. With 18% fees and a 3-month replacement guarantee, we commit to results.
By 2033, nearly 1.4 million jobs in Quebec will need to be filled by people not currently in the workforce. The shortage isn't temporary: it's structural. Companies that adapt their strategy now will position themselves as employers of choice.
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