For employers
How to hire nurses in Canada.
Hire registered nurses, LPNs, and RPNs in Canada. Local and international recruitment, IEN pathways, licensing, and retention-first onboarding. 14 nurses hired in 90 days.
Nurse hiring in Canada is a pipeline problem, not a posting problem.
Every Canadian hospital, long-term care home, and clinic is hiring nurses. The posting is not the constraint. The constraint is the pipeline: licensed nurses who are actually available, actually eligible in your province, and actually likely to stay past year one.
BeGlobal builds nurse pipelines three ways: local recruitment across every province, internationally educated nurse pathways with full licensing support, and bilingual and French-speaking nurse recruitment for Quebec and New Brunswick. We have completed 500+ placements with 94% year-one retention, including 14 nurses hired in 90 days for one healthcare client.
Proof, not promises
500+ placements. 94% year-one retention. About 21 days from first call to a qualified shortlist. 14 nurses hired in 90 days for one healthcare client. Recruitment partners across BC, SK, MB, AB, NB, NS, ON, UK, UAE, US, and Africa. Regular trade missions and recruitment drives across Africa. French-speaking healthcare professionals placed in QC and NB.
Who we recruit
Registered nurses (RNs) for hospital, long-term care, community, and home care roles. Licensed practical nurses (LPNs) and registered practical nurses (RPNs) for long-term care, community, and clinic roles. Nurse practitioners (NPs) for primary care, community health, and specialty clinics. Personal support workers (PSWs) for long-term care and home care. Internationally educated nurses (IENs) working through NNAS, bridging programs, and provincial licensing.
The internationally educated nurse pathway, step by step
Step 1, NNAS assessment. The nurse applies to the National Nursing Assessment Service for an advisory report on education, registration, and practice. This is the first gate and it takes time, so start it early.
Step 2, provincial regulatory body. The nurse applies to the regulator in your province, for example the College of Nurses of Ontario (CNO), the BC College of Nurses and Midwives (BCCNM), or the College of Registered Nurses of Alberta (CRNA). Each province has its own requirements.
Step 3, bridging and competency. Where gaps are identified, the nurse completes a bridging program, competency assessment, or supervised practice. BeGlobal maps the exact requirements for your province before the hire.
Step 4, language testing. English language proficiency is required, typically IELTS, CELBAN, or CELPIP. French is additionally required for Quebec roles.
Step 5, employment and onboarding. The nurse starts with structured onboarding, a clinical buddy, and 30, 60, and 90 day check-ins. Our nurse onboarding model uses a 90 day clinical buddy rather than a one-day orientation, because that is what turns a one-year hire into a ten-year nurse.
What it costs and how long it takes
Typical time to hire for a licensed Canadian nurse is 1 to 3 months depending on role and location. For internationally educated nurses, plan 6 to 12 months including NNAS, bridging, and licensing, depending on the nurse's background and the province. BeGlobal fees are agreed in writing before work starts, and include sourcing, vetting, licensing coordination, and onboarding support. Ask for a written quote for your specific roles.
Nurse pay in Canada, typical ranges
These are typical ranges, not offers. Actual pay depends on province, union grid, seniority, specialty, and shift.
Registered nurse, Canada, typical range: about CAD $65,000 to $95,000 or more per year, varying by province, union grid, and seniority. Higher in BC, Alberta, and Ontario, and for ICU, emergency, and specialty roles. Overtime, differentials, and bonuses add to base pay in many roles.
Licensed practical nurse and registered practical nurse, typical range: about CAD $50,000 to $70,000 per year, varying by province and setting.
Nurse practitioner, typical range: about CAD $100,000 to $130,000 or more per year, varying by province, setting, and model.
Retention is the real metric
Hiring a nurse is easy. Keeping one is the work. Our onboarding model includes a 90 day clinical buddy, structured orientation, mentorship, family settlement support where relevant, and 30, 60, and 90 day check-ins with the nurse and the employer. That is why 94% of our placements are still in role after year one.
Common reasons nurses leave in year one, and what we do about them: unclear expectations, fixed by a realistic job preview before the offer. Weak onboarding, fixed by the 90 day buddy model. Family not settled, fixed by settlement support. No path to grow, fixed by mapping specialty and advancement options at the start.
Frequently asked questions
How long does it take to hire a nurse in Canada?
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For a licensed Canadian nurse, typical time to hire is 1 to 3 months. For internationally educated nurses, plan 6 to 12 months including NNAS, bridging, and licensing.
What is the NNAS process for internationally educated nurses?
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NNAS is the National Nursing Assessment Service. The nurse submits education, registration, and practice documents for an advisory report. That report goes to the provincial regulator, which decides on eligibility, bridging, or additional requirements. Start NNAS early, it is the longest step.
Can BeGlobal recruit nurses from outside Canada?
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Yes. We run recruitment missions to Africa, India, and Mauritius, and we have pipelines in the UK, UAE, and Africa. We handle NNAS, bridging, licensing, relocation, and family support.
Do you recruit bilingual or French-speaking nurses?
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Yes. We place French-speaking healthcare professionals in Quebec and New Brunswick, and we support bilingual hiring across Canada. See our bilingual hiring page for the full picture.
What roles do you fill besides RNs?
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LPNs and RPNs, nurse practitioners, personal support workers, and allied health professionals. Tell us the role and we will confirm coverage.
How does BeGlobal charge for nurse recruitment?
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Fees are agreed in writing before work starts and include sourcing, vetting, licensing coordination, and onboarding support. Ask for a written quote for your specific roles.
What is your retention rate for nurses?
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94% of our placements are still in role after year one. Our onboarding model, 90 day clinical buddy, structured orientation, and 30, 60, and 90 day check-ins, is built to protect retention.
Can you help with urgent or bulk nurse hiring?
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Yes. Recent example: 14 nurses hired in 90 days for one healthcare client. Tell us the number, the roles, and the deadline, and we will give you a realistic plan within one business day.
Get started
Tell us the roles, the numbers, and the timeline. We will come back within one business day with a realistic plan. Or book a 20 minute discovery call. We listen, ask sharp questions, and point you in the right direction, no pitch.
Start with a 20 minute discovery call
Tell us what you need. We listen, ask sharp questions, and point you to the right next step.