Bilingualism is a strategic powerhouse in the Canadian economy. Francophone professionals provide access to a market of more than 8 million speakers in Canada and a very large market around the world for companies that are expanding nationally or internationally. But until now, finding this talent outside the island of Québec has taken a deliberate, culturally informed approach.  1. Sourcing Through Specialized Hubs General job boards tend to bury bilingual roles. For the best French-speaking talent, use focused job boards like FrancophoneJob. This tells candidates that their linguistic skills are a core requirement and not an "asset". Partner with local Francophone associations for other strategies to take advantage of hidden talent pools in minority language communities.  2. Formalize the Bilingual Process Respect the language from the outset. Ensure job descriptions are professionally translated—no machine translation, which suggests a lack of seriousness. Include "code-switching" or French-led portions in your interviews to check fluency and give some indication that your organisation supports bilingual work.  3. Focus on Cultural Retention Hiring is just the beginning. In order to retain Francophone staff in English-dominant environments: Create Community: Establish internal networks or Slack channels for French speakers in order to avoid linguistic isolation.  Recognise the "Bilingual Premium": Many bilingual employees take on additional translation tasks. Recognising this with competitive wages or specialised bonuses has been shown to be one way to reduce employee turnover. Proliferation in French: Please offer some professional development or mentorship in French to demonstrate that career building is not linked with one language. With French as an asset, rather than simply a checkmark, you show that your company is a desirable employer for the most versatile professionals in Canada.