PSTQ and Tech Immigration in Quebec: A Guide for Employers

Immigration is an essential lever for addressing the tech talent shortage in Quebec. In 2026, the new Programme de sélection des travailleurs qualifiés (PSTQ) replaces the former PRTQ and fundamentally changes the rules for employers seeking to recruit internationally. Here is everything you need to know to navigate this new framework effectively.

The PSTQ: A Redesigned Program

The PSTQ was designed to better meet Quebec's labour market needs. It is structured around 4 distinct streams: High Skills, Intermediate Skills, Regulated Professions, and Studies in Quebec (source: SiLaw).

For the tech sector, the High Skills stream is the most relevant. It targets professionals whose skills are in high demand and offers accelerated application processing.

The 4 PSTQ Streams in Detail

1. High Skills: designed for highly qualified professionals in strategic sectors, including information technology. This stream favours candidates with a validated job offer and significant experience.
2. Intermediate Skills: for workers in technical-level positions, including certain roles in IT support and quality assurance.
3. Regulated Professions: for professions requiring a practice permit in Quebec, such as engineers who are members of the OIQ.
4. Studies in Quebec: for graduates of Quebec institutions who wish to settle permanently after their studies.

Language Requirements: French First

The PSTQ imposes strict language requirements. Candidates must demonstrate a level 7 in oral French, assessed according to the Quebec scale of French language proficiency levels (source: Quebec.ca).

This level corresponds to the ability to communicate autonomously in varied professional situations. Concretely, the candidate must be able to:

• Actively participate in team meetings in French
• Explain technical concepts to non-specialist audiences
• Negotiate and resolve problems in a professional context
• Understand and produce nuanced professional communications

Implications for Employers

This requirement directly impacts your international recruitment strategy:

• Support francization: invest in French courses for your potential candidates even before the application is filed
• Assess language level early: integrate a French evaluation into your recruitment process to avoid surprises
• Prioritize francophone candidates: tech professionals from French-speaking countries (France, Belgium, Morocco, Tunisia, Senegal) more easily meet this requirement

Relevant Tech NOC Codes

In the National Occupational Classification (NOC) system, tech positions are generally classified under TEER 1, making them eligible for the PSTQ High Skills stream. Here are the main codes to know:

• 21232: Software developers and programmers
• 21231: Software engineers and designers
• 21211: Data scientists
• 21222: Information systems specialists
• 21311: Computer engineers (except software engineers)

Ensure that the job description in your offer precisely matches the appropriate NOC code. Incorrect classification can delay or compromise the immigration application.

Immigration Volume: Quebec's Targets

Quebec plans to welcome approximately 50,000 new arrivals per year under its multi-year immigration planning (source: SiLaw). A significant portion of these spots is reserved for skilled workers, representing a concrete opportunity for tech employers.

However, demand far exceeds the available spots. It is therefore crucial to act quickly and prepare strong applications to maximize your chances of success.

The PEQ: A Complementary Alternative

Alongside the PSTQ, the Programme de l'expérience québécoise (PEQ) reopened on July 2, 2026. This program offers an accelerated path to permanent residency for temporary workers already employed in Quebec. For details on this reopening, read our dedicated article: PEQ: 2026 Reopening for Tech Professionals.

The PEQ is particularly interesting for employers who already have temporary foreign workers on their team and wish to help them obtain permanent residency.

Practical Guide for Employers

Step 1: Prepare the Job Offer

Write a job offer that meets PSTQ requirements. It must include:

• The job title aligned with the appropriate NOC code
• A detailed description of duties and responsibilities
• Required qualifications and experience
• The salary offered (which must match market rate)
• Working conditions (schedule, location, remote work arrangements)

Step 2: Validate the Labour Market Impact Assessment (LMIA)

In most cases, you will need to obtain a positive LMIA before the candidate can obtain their work permit. This process demonstrates that no permanent resident or Canadian citizen is available for the position.

Step 3: Support the Candidate

Once the candidate is identified, actively support them through the process:

• Provide the necessary employment documents within deadlines
• Facilitate preparation for French tests if needed
• Offer settlement support (housing, social integration)
• Plan a structured professional integration program

Step 4: Plan for Retention

Recruiting international talent represents a considerable investment. Make sure to put conditions in place that support long-term retention: career progression, mentorship, professional development, and ongoing support.

Common Mistakes to Avoid

• Underestimating timelines: the complete process, from job offer to candidate arrival, can take 6 to 18 months. Plan accordingly.
• Neglecting salary compliance: offering a salary below the median market rate can result in an LMIA refusal.
• Ignoring language requirements: do not assume the candidate will reach the required level without preparation. Invest in language training upfront.
• Omitting integration support: a poorly integrated candidate will leave the company within the first 12 months, cancelling your entire investment.

Typical International Recruitment Timeline

For effective planning, here is a realistic timeline of the complete process:

1. Months 1 to 2: candidate identification and evaluation, validation of fit with the position and NOC code
2. Months 2 to 4: LMIA application submission and processing (timelines vary by province and position type)
3. Months 4 to 6: temporary work permit issuance and candidate preparation for relocation
4. Months 6 to 8: candidate arrival, professional onboarding, and initiation of permanent residency application via the PSTQ
5. Months 8 to 18: permanent residency application processing (timelines vary considerably)

We recommend starting the process at least 6 months before the desired start date. Government processing times can fluctuate, and it is best to have a margin of flexibility.

The Role of Recruitment Agencies in Tech Immigration

Working with a specialized agency like VALO Recrutement offers concrete advantages for tech immigration:

• Targeted pre-screening: we identify candidates whose profiles match both the technical requirements of the position and the PSTQ eligibility criteria
• Process knowledge: we understand the administrative subtleties and can anticipate common obstacles
• Time savings: by working simultaneously on recruitment and immigration file preparation, we accelerate the overall process
• International network: our candidate network extends to the main French-speaking and English-speaking tech talent pools

VALO Recrutement: Tech Immigration Expertise

At VALO Recrutement, we have deep expertise in international tech recruitment. Our 18% fee on gross annual salary covers the entire recruitment process, from initial search to candidate onboarding. We support you in identifying the best candidates, regulatory compliance, and optimizing your immigration process.

To deepen your knowledge of tech immigration in Quebec, read our complete guide to tech worker immigration and explore our current opportunities.