Yes. The advertising requirement belongs to the LMIA process, and LMIA-exempt routes skip it entirely.
Why advertising exists
An LMIA is a labour market test. Its purpose is to establish that no Canadian citizen or permanent resident was available for the role. Advertising is the evidence — you post the position, wait the required period, document who applied and why they were not suitable.
For many employers this is the most frustrating stage. It takes weeks, produces applications you have often already seen, and delays everything that follows.
Where it does not apply
Work permits issued under the International Mobility Program do not require an LMIA, and therefore do not require advertising. These exemptions exist where the government has judged the hire to serve a broader interest.
Francophone Mobility, code C16, is one of them. It applies when a French-speaking worker is hired for a position outside Quebec. There is no advertising requirement, no labour market test, and no proof of recruitment effort to assemble.
What replaces it
An offer of employment submitted through the IRCC Employer Portal and a $230 compliance fee. The portal returns an offer of employment number your candidate uses when applying.
What does not go away
Employer obligations remain. You must provide the job as described, keep records for six years, and comply with inspections. LMIA-exempt does not mean unregulated.
And the candidate must genuinely meet the French requirement. Removing the advertising stage does not remove the sourcing problem — it just moves it to the front.
FrancoBridge publishes your job to French-speaking candidates in Morocco, Tunisia, Côte d'Ivoire, Cameroon, Mauritius and across Canada.
This explains how a public program works and is not immigration advice. Consult a licensed immigration consultant or lawyer.