How to Build a High-Performance Team in Canada: From our Fireside Chat

Ever wondered what makes a team high-performing? On May 23, 2025, I had the privilege of participating in a fireside chat with founders who are immigrating to Canada via the Startup Visa pathway. We explored topics on how to hire, assess, and retain top talent, especially when scaling a startup in Canada. Our discussion focused on the benefits of building a high-performance team and how a startup or small business can achieve this to scale their operations. Below, I will summarize our conversation. 

1. What Is High Performance, Anyway? 

High performance isn’t just smashing KPIs; it’s a mindset and approach. “High performance is when a team doesn’t just meet targets—they anticipate them.”

You're looking for: 

• Consistently exceeding goals 

• Strong collaboration 

• Low turnover 

• A sense of ownership 

• Resilience when things change 

Example: A Toronto startup’s product team delivered six months ahead of schedule, not because they were micromanaged, but because they owned the goal and aligned daily. 

2. Finding, Interviewing, and Keeping A-Players 

Attracting Top Talent 

Today’s candidates want growth, purpose, and authenticity, not just a job. 

Try this: 

• Show your culture on social media 

• Be clear about mission and values 

• Write job posts that highlight impact 

• Tap into referrals and real storytelling ("best hires come from referrals and authentic storytelling") 

Vetting for Fit 

Don’t just ask questions; get into critical thinking and real-world scenarios: 

• Use behavioural interviews 

• Run case studies or simulations 

• Try "culture-add" interviews, not just "culture fit." 

Retaining Talent 

To keep top performers, keep giving them challenge, value, and connection: 

• Map out growth paths 

• Schedule regular one-on-ones 

• Recognize them thoughtfully—not just with money

3. Recruit Ahead of Business Needs 

Never wait until your team is drowning to hire. Plan based on revenue and product milestones to ensure optimal performance. 

What helps: 

• Forecast headcount needs 

• Scorecard your must-have roles 

• Align hiring with key product launches or expansion timelines

4. The Hiring Trifecta: Culture + Capability + Role 

Hire someone great on paper but misaligned? They’ll flounder. 

To avoid that: 

• Run culture-screen interviews 

• communicate role expectations from day one 

• Revisit fit at 30, 60, and 90 days 

5. Startup Life in Canada: We’ve Got Unique Hurdles 

Hiring here can be tricky, with tight labour markets, bilingual needs, and little HR bandwidth. 

Smart Moves: 

• Tap into government support programs 

• Partner with local innovation clusters 

• Use flexible fractional or contract talent when it makes sense

6. Internationally Educated Professionals (IEPs): A Goldmine 

Canada’s immigration brings in exceptional talent, but integration requires thought. 

Why IEPs rock: 

• They bring global market smarts 

• They often speak multiple languages 

• They add fresh perspectives 

Heads-ups: 

• Credential gaps 

• Cultural or communication nuances 

• Initial underemployment 

7. Don’t Forget Canadian Employment Laws 

Before hiring, ensure you’re on solid legal ground. Laws vary by province, and non-compliance can result in costly consequences. 

Must-knows: 

• Offer letters & probation terms 

• Vacation, overtime, leave rules 

• Human rights and accommodation policies 

If your HR setup is small, investing in legal assistance is worthwhile.

Wrap-Up: Your Talent Strategy Is Your Growth Strategy 

High-performance teams don't just happen. They emerge from deliberate hiring, onboarding, and continuous alignment with culture and business goals. 

Whether you’re scaling up fast or fine-tuning an existing team, your hiring playbook can be your competitive edge, especially here in Canada.