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WagesEconomic DevelopmentHousing
Talent Concierge Program
Published 9/19/2025
Updated 9/19/2025
Summary
We match local residents and incoming high-skill hires to higher-wage roles in AI, technology, manufacturing, and engineering:and support families with school and neighbourhood onboarding. Outcomes are published.
Why Now
- Employers cite hiring frictions; families need two paycheques to stay. Spousal employment is a retention lever.
Goals
- Place X residents into roles ≥ city median + Y% in 12 months.
- Achieve Z% spousal placement for relocated hires.
Actions & Implementation
Step 1
Employer intake: verify roles/skills; create a vacancy map.
Step 2
Resident upskilling: micro-credentials aligned to vacancies; interview bootcamps.
Step 3
Family integration: school placement info, neighbourhood guides, transit primers.
Step 4
Compliance & consent: CASL-compliant data handling; outcome reporting.
Timeline
0–90 days
3 months
Employer portal; first placements.
3–12 months
9 months
Spousal network; quarterly outcomes.
Key Performance Indicators
- Placements (locals vs relocated)
- Median wage uplift after 90 days
- Spousal placement rate
Accountability
- Publish anonymized outcomes; employer dashboard; independent evaluation yearly.
Risks & Mitigations
Risk: Housing fit
Mitigation: Coordinate with PBR pipeline; relocation only with verified housing availability.
Frequently Asked Questions
Is this only for newcomers?
No. Locals first; then relocation where skills are scarce.