IRCC is running a public consultation (August 6–September 3, 2025) to set Express Entry priorities for 2026.
One proposal is to prioritize senior managers under a broader "leadership and innovation" focus. If adopted, selection could occur through leadership‑specific draws and/or a points advantage for proven NOC 00 experience.
Because category choices also influence PGWP field‑of‑study eligibility, these changes could ripple into education and talent planning. Senior leaders—especially those already operating in Canada—should align titles, org charts, and evidence now so they're "draw‑ready" when 2026 categories go live.
What's happening—and why it matters
Public consultation for 2026 categories: IRCC is gathering stakeholder input on which economic priorities should guide category‑based selection next year. Among the ideas: prioritizing senior managers to strengthen productivity, competitiveness, and growth. Final categories are announced by the Minister and reported on annually.
How category‑based selection works: IRCC runs invitation rounds that target candidates who meet a published category (for example, specific work experience or language ability). Within those rounds, CRS still ranks candidates.
Why this matters to leaders: The consultation explicitly considers a leadership/innovation priority. If implemented, senior leaders would have a clearer pathway that recognizes enterprise‑level impact—not just raw CRS.
Who actually counts as a "Senior Manager" (NOC 00)?
NOC 00 is not "any manager." It captures leaders who manage managers—and those managers, in turn, lead functions or teams of professionals (not entry‑level staff). In other words, company size and structure matter. You should have at least two direct‑report managers, each owning a function (e.g., Operations, Finance, Sales, Engineering) and supervising professionals/technical staff. You set strategy, control budgets/P&L, approve hiring for those functions, and are accountable for enterprise‑level results.
What this is not: A manager of individual contributors or a CEO of a self‑employed or micro company typically does not meet NOC 00. Title alone isn't enough—the layers of management and functional span must be real and evidenced.
This aligns with the official NOC language describing senior managers who plan and direct operations "through middle managers."
How the 2026 system could work (credible scenarios)
IRCC hasn't announced mechanics yet, but under current rules, we could see:
- Dedicated leadership/senior‑manager draws that reserve invitations for NOC 00 profiles meeting published criteria (still ranked by CRS within the category).
- A targeted CRS boost for verified NOC 00 experience to improve competitiveness in both general and category rounds.
- A hybrid of periodic leadership‑only rounds plus a modest points advantage—potentially favouring in‑Canada executives to support retention.
What this means for senior managers
- If you're already in Canada: A leadership priority could stabilize your pathway, complementing 2025's emphasis on Canadian experience. Being "draw‑ready" with airtight evidence may be decisive.
- If you're overseas: You may compete on leadership impact (scale, P&L, results), not only raw CRS scores, if leadership becomes a named selection lens.
Practical prep: what to do now (Q3–Q4 2025)
Map your role precisely to NOC 00. Align your CV and work history to NOC‑language duties (strategy; through‑managers oversight; budget authority; enterprise‑wide impact). Secure reference letters that spell out reporting lines, team size, budget scope, and results.
Pressure‑test your org chart—and your hiring plan. Ask: Do I directly manage at least two managers? Do those managers each lead a function and supervise professionals? If not, consider formalizing functional ownership, upgrading roles, or
Max your core CRS anyway. Even in category rounds, candidates are ranked by CRS. Plan language tests (and retakes if warranted) and complete your ECA now so you're pool‑ready when 2026 categories are announced.
Speak up before September 3. Submit evidence on leadership gaps and whether Canada should prioritize retaining in‑Canada leaders or recruiting from overseas. Consultation feedback is part of the legal process before categories are set.
Our perspective (and how we help)
Canada is signalling that executive leadership is strategic capital. If you run P&L, set strategy, and scale teams through managers, 2026 may be the most favourable Express Entry landscape in years.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
