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Performance
Cascade company goals to every department and employee, and build 9-Box talent grids from performance and potential ratings on a configurable competency library.
Canadian talent management software. Performance, learning and succession connected.
Workzoom Talent helps Canadian employers with 50 to 5,000 employees connect performance reviews, learning, career plans and succession on one employee record. Managers can set goals and complete reviews, while administrators map competencies, plan development and record successors against positions using the same employee information.
Workzoom Talent connects performance, learning, career planning and succession on one Canadian employee record. Managers can set goals and complete reviews; administrators can map competencies, plan development and record successors against positions. County of Renfrew runs performance reviews and goal tracking in the same platform.
Our clients
The teams that run their people on Workzoom.
What does Canada succession and performance software look like?
Real product screens from the performance, learning, career planning and succession tools running behind County of Renfrew's talent program.
Learning
A course set to apply to a role assigns automatically when someone moves into it, and certifications are recorded with a notification before they lapse.
Career planning
Career pathing records the originating role and the roles it can lead to, with development plans recorded on the employee profile.
Why is the architecture different?
Compliance gets the headlines. The architecture is why it actually works on every pay run.
Reviews on the same record as pay.
Reviews and ratings live on the same employee record an administrator uses for compensation requests, development plans and succession, so a review is a documented input to those decisions.
Competencies mapped to roles.
Standardized competency frameworks and structured assessment templates keep every manager evaluating against the same criteria for the same position.
Plans tied to the position, not the person.
Succession plans are built against a position, so the plan for a critical role stays in place when the person who holds it changes.
32
New hires onboarded in three months
County of Renfrew case study
0
Increase in HR headcount
County of Renfrew case study
900+
Employees on one talent record
County of Renfrew case study
High performer across every core function.
Independently verified, consistently rated, and built for mid-market teams.
Rated on G2
Fall 2026
Also recognized by
What does Canada Talent compliance require?
Every requirement below is handled by the platform on every pay run, not configured per-customer.
Workforce Planning
Succession Plans Tied to the Position
Succession plans are recorded against a position rather than the person who holds it, so the plan for a critical municipal or nonprofit role stays in place when the incumbent changes. Plans are created and maintained by an administrator, not generated automatically.
Workforce Planning
Readiness Levels for Named Successors
An administrator assigns a readiness level to each potential successor and can compare their recorded skills and certifications against the target job profile, so the bench for a role approaching retirement is visible in one place.
Performance Management
Competencies Mapped to Roles
A configurable competency library maps to roles, so every manager evaluates against the same criteria for the same position. 9-Box talent grids build from performance and potential ratings recorded on that framework.
Career Development
Career Pathing Between Roles
Career pathing records the originating role and the roles it can lead to, building on the positions already defined in the organization module, with development plans recorded on the employee profile an administrator manages.
Proof
Running in Canada.
A Workzoom customer running this suite in Canada today.
32
new hires onboarded in three months
County of Renfrew, Ontario's largest county, runs performance tracking and goal management on the same platform that onboarded 32 new hires in three months without increasing HR headcount.
County of Renfrew · 900+ employees
The story
How should talent management software connect reviews, learning and succession?
The story
Municipalities and nonprofits planning for retirements
A municipality or nonprofit with a wave of retirements ahead needs named successors against its critical roles, not a plan that lives in one manager's head. Workzoom records succession plans against the position, so the plan for a critical role stays in place when the person holding it changes.
An administrator assigns one or more potential successors to each plan and sets a readiness level, so the bench for a role is visible in one place rather than a private spreadsheet. The comparison against a target job profile's recorded skills and certifications is one an administrator runs, not an automatic score. Ask any talent management software vendor to show what happens to the plan when an incumbent moves.
The story
Competencies mapped to roles, and a 9-Box grid built from them
A configurable competency library maps to roles, so every manager evaluates against the same criteria for the same position rather than an inconsistent, subjective standard. 9-Box talent grids build from performance and potential ratings recorded on that framework.
County of Renfrew, Ontario's largest county, runs performance tracking and goal cascading on the same platform that brought on 32 new hires in three months without increasing HR headcount. Its published story shows performance and recruiting connected on one record rather than separate tools.
The story
Career pathing and development plans on the employee record
Career pathing records the originating role and the roles it can lead to, building on the positions already defined in the organization module rather than a manager's private notes. Development plans, with a program title, type, description and start and end dates, are recorded directly on the employee profile.
Learning connects to the same record: a course set to apply to a role assigns automatically when someone moves into it, and certifications are recorded with a notification before they lapse, so a manager is not chasing a spreadsheet of who is due for renewal.
The story
Price the scope for your Canadian talent program
The Talent Suite is $4 CAD per employee per month and requires the HR foundation. HR and Talent together have a $500 CAD monthly minimum. Payroll and Workforce can be added at $4 CAD each. All four suites are $16 CAD per employee per month with a $700 CAD monthly minimum. Implementation, migration, training and support are included.
Evaluate talent management software with a critical role approaching retirement, a review cycle and a certification renewal. Ask to see readiness levels, competency mapping and the 9-Box grid built from your own sample data before comparing providers.
Live walkthrough
See Workzoom in 30 minutes.
Real product, real questions, no slides. Starts at $4 per employee per month, CAD or USD, with $0 setup fees.
No commitment
30 minutes
Canada pricing
Same $4 per suite. Same all-included terms.
CA$4 per suite
CA$16 all four, CAD per employee / month
No setup fees, no long-term contracts. Implementation, migration, and training included.
Tell us what's not working in your Canada talent.
Bring the part that's costing you time. We'll show you what running it properly looks like.
No commitment
30 minutes
From $4 per employee
Statutory rates 2026
Statutory payroll rates for <em>Canada</em>
Current employee and employer contribution rates, ceilings, and thresholds set by the issuing authority. Workzoom configures and maintains these rates in the platform, reviewed quarterly and on every statutory change, so payroll runs use the current values.
| Contribution | Rate | Source | Notes |
|---|---|---|---|
| CPP employee contribution rate | 5.95% | CRA | YMP: $74,600 · YAMPE: $85,000 |
| CPP2 second-tier contribution rate | 4% | CRA | YAMPE: $85,000 |
| EI employee premium rate | 1.63% | CRA | MIE: $68,900 |
| EI employee premium rate (Quebec) | 1.30% | CRA | |
| QPP employee contribution rate (Quebec) | 6.30% | Revenu Québec | |
| QPIP employee premium rate (Quebec) | 0.430% | Revenu Québec | MIE: $103,000 |
Verified May 20, 2026 against the issuing authority for each line. Rates change. If you spot a discrepancy, contact us and we will update within one business day.
Talent in Canada
How Workzoom talent runs day to day in Canada, with the local statutory specifics teams ask about.
Succession and readiness
Workzoom records succession plans against a position rather than the person who holds it. An administrator assigns potential successors and a readiness level for each, so the plan remains available when the incumbent changes. In a demo, test a vacant position and an incumbent move, then inspect who can update the plan and its history.
Yes. Workzoom builds 9-Box talent grids from recorded performance and potential ratings, with a configurable competency library mapped to roles. Managers can evaluate against shared criteria for the same position. Ask who enters each rating, how a change is reviewed and whether the grid reflects your own review cycle before treating it as a decision tool.
Career development and learning
Yes. Workzoom career pathing records an originating role and the roles it can lead to, using positions defined in the organization module. Development plans sit on the employee profile. Test a real role transition in a demo and inspect which skills, certifications and plan updates an administrator records. The system does not decide a promotion for your team.
Workzoom can assign a course configured for a role when an employee moves into it. Certification start and end dates are recorded, with a notification before expiry. Confirm the assignment rule, who approves completion and how a manager sees an overdue requirement. The role change and learning record share the employee profile, but your team remains responsible for the learning policy.
Customer evidence and price
County of Renfrew uses Workzoom for performance tracking and goal management on the same platform that onboarded 32 new hires in three months without increasing HR headcount. Its public story covers an organization of over 900 employees. Treat that as one customer's result, not a promised outcome for every Talent rollout. Ask to see your own review and goal workflow.
The Talent Suite is $4 CAD per employee per month in addition to the required HR Suite. HR and Talent together are $8 CAD per employee per month with a $500 CAD monthly minimum. All four suites are $16 CAD per employee per month with a $700 CAD monthly minimum. Implementation, migration, training and support are included. See the pricing page for current terms.