About Hire a Canadian

Why this exists

Two things happened at once.

Remote work made it normal for a company in San Francisco or London to hire someone in Halifax. And on 1 January 2026, Ontario made it mandatory for larger employers to state the expected pay on a public job posting, disclose any AI used in screening, stop requiring Canadian experience, say whether the vacancy is real, and tell interviewed applicants the outcome within 45 days.

Most job boards did not change. They still carry postings that say "competitive salary" and quietly filter out anyone whose experience is from the wrong country.

Among postings, one ranks higher when its text states a pay range, keeps that range within $50,000 a year (hourly and monthly ranges are converted to a yearly figure), and states whether the vacancy exists. A posting that requires Canadian experience ranks last. Detection is automated and phrase-based, and it will miss rewordings; if we misread your posting, tell us at hello@hirea.ca. Recency affects ranking too, and members see newly collected roles first. Nothing else does, and no position is for sale. We do not determine whether any employer is covered by Ontario's rules, and we do not certify that anyone has complied.

How it works

For people looking for work. Every listing shows its compensation and its hiring model — employee, contractor, or employer of record — on the card, before you click. You can filter by province and by how you would actually be engaged. Postings whose text contains those statements rank above those whose text does not.

For companies hiring. The posting form asks the questions the law asks, in plain language with the statutory wording underneath, and updates its assessment as you write. Fill it in honestly and your posting states what the rules ask for, without needing to have read the legislation. Whether it complies is a question about your business, and we do not answer it. We do not block postings that fall short; the rules bind employers, not us. We show the reader what was stated.

For newcomers to Canada. Where a posting's text asks for Canadian work experience, we quote the words so you can judge them yourself. Ontario's rules have restricted that requirement since January 2026, and Ontario's Human Rights Commission treats it as discriminatory at any employer size. We report what the posting says, not whether the employer has broken a rule.

Where the listings come from

Some are posted directly by employers. Others are collected from companies' own public careers pages, through interfaces published for that purpose — no scraping, no logins, no circumvention. Collected listings link back to the original posting and are labelled as such.

Nobody asked those employers the disclosure questions, and we usually cannot tell how many staff they have in Ontario or whether they are federally regulated — so we do not know whether the rules apply to them. For those postings we say what the text contains and nothing more. "One of three disclosures" is a fact about a document; "two items not stated" would be an accusation we have no basis to make.

Where an employer's compensation is published in a structured field on their careers page rather than written into the description, we read that field. Not doing so meant employers who had complied with pay transparency law appeared here as not disclosing, which was precisely backwards.

What we do not check

Worth stating before the rest, because a check with an unstated boundary invites more trust than it has earned.

These checks are assessed under Ontario's Employment Standards Act, which governs work performed in Ontario by provincially regulated employers. They do not reach federally regulated employers — banks, telecommunications, air and rail, inter-provincial trucking, broadcasting, Canada Post, the federal public service — and they do not reach roles performed entirely outside Ontario.

Other provinces have their own rules and we do not yet assess them. British Columbia has its own pay transparency legislation. Quebec has French-language obligations under the Charter of the French Language that reach job advertising and employment documents, and nothing on this board evaluates them. A posting for a Quebec role that passes our checks has not been checked against Quebec's requirements, and should not be read as if it had.

We also check what a posting states, not whether the statement is true. We do not verify that a disclosed salary is the salary paid, that a stated vacancy exists, or that an employer's reported size and industry are accurate. Where we cannot establish that a duty applies to an employer at all — which is the case for listings collected from an employer's own careers page — we describe what the posting says and assert nothing about what anyone owed.

What we do not do

We do not sell candidate data. We do not let employers pay for a compliance badge — the check is computed from the posting itself, every time it is read.

We do not give a compliance score. An earlier version showed a figure out of 100; it was removed because a statutory duty is met or it is not, no regulator recognises a partial score, and a number invites optimising the figure rather than making the disclosure.

Contact

Questions, corrections, or a posting that should not be here: hello@hirea.ca