Which role comes first?
Sales, technical support or after-sales? Identify what your Canadian business actually needs.
Canadian team setup and employer operations
From your first Canadian hire to a team that can run effectively.
Hiring locally or already managing employees? We help you connect the right roles, employer costs and day-to-day HR controls with real Canadian business needs.
Three questions before the first hire
What is the full annual cost?
Plan for employer contributions, benefits, applicable insurance and operating costs beyond salary.
How will the team work?
Connect quoting, technical support, delivery and customer follow-up with your headquarters.
A practical first step
First-Hire Readiness Assessment
Make a sound decision about the role, budget and employment approach before you commit to recruitment.
What you receive
- Recommended first role and responsibilities
- Comparison of direct employment, employer-of-record and outsourcing options
- First-year employment cost framework
- Setup checklist and 30/60/90-day action plan
Recommendations reflect your business needs and intended work location.
Define the role before hiring
NOC Job Classification & First-Hire Assessment
For businesses planning their first Ontario hire, we assess actual duties against Canada's National Occupational Classification (NOC) and TEER framework, then develop a practical hiring readiness plan informed by local compensation and employment requirements.
Role classification
Review job duties, assess the relevant NOC classification and prepare a draft English job description.
Compensation and budget
Use regional public wage references to estimate salary, employer contributions and first-year employment costs.
Hiring readiness
Identify relevant employment standards, onboarding considerations, responsibilities and next steps.
Complete First-Hire Assessment
We tailor the scope to your role, province and business requirements and provide a written proposal with a project-specific quotation. A baseline assessment can cover one Ontario employer and one position; timelines, fees and payment terms are confirmed in the quotation.
Immigration applications, legal advice, regulated professional licensing, recruitment placement and third-party professional fees are excluded unless separately agreed. NOC matching does not guarantee work authorization or licensing.
For employers with Canadian employees
Employer compliance readiness and practical HR process setup
After the first hire, payroll and timekeeping, leave, workplace safety, injury reporting, complaints and accommodation need accountable owners and verifiable records. We help review processes, prioritize improvements and hand them over to your team.
Readiness review
Confirm the employer entity, provincial jurisdiction and scope; review evidence from contracts, payroll, working hours, WSIB and HR operations.
Policies and workflows
Set up clear steps and approval records for onboarding, pay checks, injury and return to work, complaints, performance and sensitive people decisions.
Remediation and handover
Define owners, priorities, implementation and acceptance checks; coordinate qualified HR, payroll and legal providers when needed.
Start with a defined Ontario-employer scope
For companies with employees, growth plans or headquarters abroad. Obligations vary by jurisdiction, industry and workforce. Submit basic facts first; we then confirm the scope, deliverables and fee for a paid assessment. No payment is taken on this page.
Clients remain the legal employer. CCBONLINE does not by default act as an employer, licensed recruiter or legal counsel. Regulated services are delivered by appropriately qualified third parties. Read our employer-risk management insight 2026 Ontario hiring rules.
From the first hire to a dependable Canadian team
Once you're ready to hire, we can coordinate qualified payroll and onboarding providers, help set up headquarters-to-local-team workflows and support customer development, project delivery and after-sales operations. Ongoing HR and local operations support is available as your team grows.
HR experience across China and Canada
We help clarify your in-house HR responsibilities and can coordinate suitably qualified HR, legal and payroll specialists where appropriate. Actual advisers, professional roles and responsibilities are confirmed in writing for each engagement.
Tell us about your Canadian team and employer-readiness needs
Describe your company, province, team and priority. We will first assess fit, then confirm scope and fees.
Qualified professionals provide employment-law advice, tax filings and any licensed recruitment services. Scope and third-party fees are confirmed before an engagement.