Karsten Wenzlaff, Advisor
August 26th, 2025
Aug 24, 2026

Growing a business does not always mean starting from scratch. While companies can expand by hiring more employees, developing new products or entering new markets organically, those strategies can take years to produce meaningful results. Mergers and acquisitions (M&A) give Canadian companies another option: acquire an established business, customer base, team or capability and accelerate growth.
For companies with the right strategy and financial position, an acquisition can accomplish in months what might otherwise take years to build internally.
That does not mean every acquisition creates value. Successful M&A requires careful planning, realistic valuations, thorough due diligence and a clear understanding of what the company hopes to accomplish after the transaction closes. When those pieces come together, however, mergers and acquisitions can become a powerful part of a Canadian company's long-term growth strategy.
Expanding into a new geographic market can be expensive and uncertain.
A company entering another province, for example, may need to establish a location, hire employees, build local relationships, advertise its services and develop an entirely new customer base. Even a successful expansion can take several years before the new operation becomes firmly established.
Acquiring an existing company can significantly shorten that process.
Instead of building everything from the ground up, the buyer may acquire an established brand, experienced employees, existing contracts, supplier relationships and a customer base that already generates revenue.
This can be particularly valuable in a country as geographically large as Canada. A company established in Alberta that wants to expand into British Columbia or Ontario may find that acquiring an existing operation provides a much more direct route into the market than opening a new location independently.
The acquisition still needs to make strategic and financial sense, but it can remove many of the barriers associated with entering an unfamiliar market.
Acquisitions can also help businesses increase their presence within markets where they already operate.
If two companies serve similar customers, combining them may create a larger organization with more revenue, greater resources and a stronger competitive position.
The benefits can go beyond simply combining two customer lists.
A larger company may have greater purchasing power with suppliers, more resources for marketing, stronger recruitment capabilities and the ability to spread administrative costs across a larger revenue base.
This is one reason M&A can be particularly attractive in fragmented industries where many small and mid-sized businesses compete for the same customers.
Rather than relying entirely on organic growth, a company may acquire competitors or complementary businesses over time and gradually build a larger market position.
Developing a new service internally requires time, expertise and investment.
A company may need to hire specialized employees, purchase equipment, develop systems and spend months or years building credibility in the new area.
Buying a business that already provides that service can offer a faster path.
Consider a construction company that wants to expand into a specialized trade, a technology company that needs a particular software capability or a professional services firm that wants to introduce an entirely new division. An acquisition can provide the people, systems and customer relationships required to add that offering immediately.
This strategy can also create opportunities for cross-selling.
The acquiring company may be able to introduce its existing services to the acquired company's customers while offering the acquired company's services to its own customer base.
When there is a strong fit between the two businesses, the combined organization can sometimes generate more revenue than the companies could have produced independently.
Finding qualified employees is a major challenge for many Canadian businesses.
In industries where specialized skills are difficult to recruit, M&A can effectively become a way of acquiring an established team.
Instead of hiring employees individually and building a department over time, a company may acquire a business that already has the technical knowledge, leadership and experience it needs.
The value of an acquisition may therefore extend well beyond physical assets or annual revenue.
Engineers, tradespeople, developers, sales teams, managers and other specialized employees can represent a significant part of the value being acquired.
Retaining those employees after closing is equally important. If key people leave immediately following the transaction, some of the strategic value of the acquisition can disappear with them.
For that reason, employee retention and integration should be considered before the deal is completed rather than treated as an issue to solve afterwards.
M&A can also be used to gain greater control over parts of a company's supply chain.
A manufacturer might acquire a supplier that produces an important component. A distributor could acquire a transportation or logistics operation. A company that relies heavily on an outside service provider might decide there is strategic value in bringing that capability in-house.
This type of acquisition is often referred to as vertical integration.
The goal is not necessarily to increase market share. Instead, the company may be trying to improve reliability, reduce costs, protect margins or gain greater control over an important part of its operations.
Recent disruptions to global supply chains have made this consideration increasingly important for companies that rely on specialized materials, manufacturing capacity or transportation networks.
Owning more of the supply chain can sometimes reduce exposure to outside disruptions, although it also means taking responsibility for operating another part of the business.
Two businesses operating separately often duplicate many expenses.
Each may have its own accounting department, office space, software subscriptions, management structure, insurance policies, marketing costs and administrative systems.
After an acquisition, some of those functions may be combined.
If the merged company can generate more revenue without increasing overhead at the same rate, profitability may improve.
Greater scale can also improve negotiating power. Larger organizations may be able to negotiate better terms with suppliers, lenders, technology providers and other vendors.
These efficiencies are commonly described as synergies, but they should be evaluated carefully. It is easy to assume that combining two companies will automatically reduce costs. In reality, integration itself can be expensive, and some operations may be more difficult to combine than expected.
The strongest deals are generally based on realistic efficiencies rather than aggressive assumptions about how much money will be saved.
M&A does not only benefit acquiring companies.
Canada has a significant number of privately owned and family-run businesses whose owners will eventually need to transition out of the company.
Some businesses can be transferred to family members or employees. Others may ultimately be sold to another company, management team, private equity group or individual buyer.
That creates opportunities on both sides of the transaction.
An established company can acquire a successful business rather than building a competing operation, while the seller receives a way to realize the value that has been created over many years.
Transactions can take several forms, including asset purchases, share purchases and management buyouts. The structure of the transaction can affect taxes, liabilities, financing and what the buyer actually acquires, which is why companies considering a deal often involve experienced M&A legal counsel early in the process rather than waiting until an agreement is ready to be signed.
Every growth strategy involves risk.
Launching a new product can fail. Opening a location in another province does not guarantee customers will follow. Building a new division may require significant investment before producing any revenue.
An acquisition provides something different: an operating business with a track record.
Buyers can examine financial statements, customer concentration, contracts, employees, assets and historical performance before deciding whether to proceed.
That does not eliminate risk. It simply provides more information about the business being acquired.
This is where due diligence becomes critical.
A company may look attractive based on revenue and profitability while still carrying risks related to contracts, taxes, litigation, customer concentration, intellectual property, employment obligations or debt.
Finding those issues before closing can affect the purchase price, deal structure or even the decision to proceed.
Closing an acquisition is not the end of an M&A strategy.
It is the beginning of the integration process.
Companies need to decide how systems will be combined, how employees will work together, whether brands will remain separate and how customers will be introduced to the new organization.
Culture can be just as important as finances.
Two profitable companies may struggle after a merger if their management styles, employee expectations or ways of working are fundamentally incompatible.
Successful Canadian companies therefore tend to approach acquisitions as more than financial transactions. The goal is not simply to buy revenue. It is to acquire something that makes the overall business stronger.
When the strategic fit is clear and the transaction is structured carefully, M&A can give companies access to new markets, customers, talent, technology and capabilities much faster than organic growth alone. For businesses looking at the next stage of expansion, acquiring the right company can be one of the most effective ways to get there.
The National Crowdfunding & Fintech Association (NCFA Canada) is a financial innovation ecosystem that provides education, market intelligence, industry stewardship, networking and funding opportunities and services to thousands of community members and works closely with industry, government, partners and affiliates to create a vibrant and innovative fintech and funding industry in Canada. Decentralized and distributed, NCFA is engaged with global stakeholders and helps incubate projects and investment in fintech, alternative finance, crowdfunding, peer-to-peer finance, payments, digital assets and tokens, artificial intelligence, blockchain, cryptocurrency, regtech, and insurtech sectors. Join Canada's Fintech & Funding Community today FREE! Or become a contributing member and get perks. For more information, please visit: www.ncfacanada.org
![]() | ![]() | ![]() |
|---|---|---|
![]() | ![]() | ![]() |
August 24, 2026 | NCFA Insight | SME Finance And Business Banking, Cross Border Payments And FX, Competition And Market Structure, Public Sector Policy And Industrial Strategy

On August 24, 2026, Canada-U.S. trade negotiations had collapsed with new 50% U.S. tariffs on certain Canadian products already in force from August 22. President Donald Trump then threatened to raise new additional 50% tariffs on all Canadian cars, trucks and auto parts beginning January 1, 2027. Canada plans retaliatory tariffs on some U.S. goods beginning September 8.
The breakdown adds fresh urgency to Canada’s push to build more trade outside the U.S. The federal government is already tilting export support in that direction. CanExport SMEs has approximately $31 million available for 2026 and 2027, with about $27.9 million available for non-U.S. market activities and $3.1 million for U.S. projects. The program says the allocation supports Canada’s objective of doubling non-U.S. exports over the next decade.
For fintech, software and other digital firms, the problem is how quickly Canadian companies can turn access to a foreign market into customers and recurring revenue. Europe, the UK, Singapore, Southeast Asia, Latin America, Africa and the Middle East already have local firms and international competitors with licences, integrations, distribution, customer relationships and years of operating experience.
Statistics Canada reported $70.3 billion of digitally delivered commercial services exports in 2023. Large firms increased those exports by 20.1%, while small and medium sized firms recorded a 7.6% decline. Canadian multinationals increased commercial services exports outside the U.S. by 21%, compared with 6.6% growth to the U.S. They also accounted for 75% of the increase in Canadian commercial services exports to non-U.S. markets.
NCFA's earlier digital export comparison shows Singapore ahead of Canada despite operating from a far smaller domestic economy. Singapore ranked 11th globally in the underlying 2023 data at US$153 billion, compared with Canada in 16th place at US$118 billion.
Canada doesn't just need another list of markets to enter. It needs more startups and SMEs able to win non-U.S. customers faster and build businesses that can keep competing once they get there.
Canada already has substantial export infrastructure. The Trade Commissioner Service connects companies with customers, partners and investors. Canadian Technology Accelerators provide business development support, strategic guidance and local introductions. CanExport reduces part of the cost of entering new markets, while Export Development Canada's Trade Impact Program provides financing, working capital, guarantees and credit insurance to companies dealing with trade uncertainty.
The Canadian Technology Accelerator also produces measurable results. A Global Affairs study found participating firms had 27% higher revenue one year after completing the program than otherwise similar companies. The positive differences in revenue, assets and payroll became larger over the following years.
But Global Affairs could not determine how much the firms actually became more international because the available data were insufficient. That leaves the commercial outcome Canada now needs to understand. How many firms supported expansion into London, Singapore or another non-U.S. market are still generating recurring revenue there two, three or five years later?
Canadian fintech history shows why market entry alone is a weak measure. Wealthsimple built a UK business for almost five years and reached about 16,000 customers before selling the operation and concentrating on Canada. Clearco expanded into several overseas markets before transferring its international business to Outfund as ecommerce growth slowed and financing conditions deteriorated.
Neither case proves Canadian fintechs cannot compete abroad. They show how demanding a foreign operation becomes when a company has to fund customer acquisition, staff, compliance, banking relationships, treasury, tax and product adaptation while continuing to compete at home.
VoPay is using another model. The Vancouver founded payments infrastructure company established a global headquarters in Doha in January 2026 while keeping its Canadian operations active. Qatar is being built as a major hub for expansion across the Middle East, Africa and Southeast Asia, with more than 400 planned hires across engineering, technology, security, compliance, data and platform operations. The company didn't abandon Canada, but a meaningful part of its next stage of international capability is being built outside the country.
For Canada, it's not a simple win or loss. VoPay remains rooted in Canada while using Qatar as a launch point into several non-U.S. regions. Using a regional hub can also reduce expansion risk by putting management and operating capability closer to target markets while the Canadian core continues to run. The policy question is where the next layer of technical talent, management, partnerships and enterprise value accumulates as Canadian companies expand internationally.
The U.S. capital pull starts much earlier. NCFA's productive participation analysis examined the Canadian founder drain into the U.S. technology ecosystem. Barn Ventures describes a founder conveyor in which U.S. investors and programs recruit Canadian talent from high school and university through company formation and later scale.
Barn's analysis of the Dominion List found 517 U.S. based companies with a Canadian founder had raised about US$414 billion. It found 73% headquartered in California and 56% in San Francisco. Barn also found the number of listed companies founded each year rose sharply after 2022, while acknowledging that the Dominion List is a curated catalogue rather than a census.
Large U.S. capital markets and Silicon Valley's technology ecosystem will always attract ambitious Canadian founders. Those organizations are doing what successful capital markets do. The Canadian problem becomes more serious when founders also conclude they need to leave to get the capital, customers, infrastructure or operating environment required to build a major company. Canada can then lose value at both ends. Some promising founders build in the U.S. before substantial enterprise value accumulates here.
Also, Canada's main export programs generally engage firms after they have built meaningful operating capacity or market traction. By then, their products, sales models and management experience may already have been shaped largely around Canada and the U.S., while competitors in non-U.S. markets have spent years building customers and local experience. That is why promising firms should encounter non-U.S. customers, regulators and market requirements earlier, before they reach the stage where most formal export support begins.
Financial infrastructure can add to that timing gap. NCFA's financial infrastructure history shows Canadian fintechs developing while Real-Time Rail, wider payments access and regulated consumer driven banking arrived multiple years later than comparable infrastructure in several major fintech markets.
That does not explain Wealthsimple's UK exit, Clearco's retrenchment or any other individual company decision. It also affects what Canadian firms learn at home. Years of working with real time payments, portable financial data, modern APIs and digital onboarding build practical experience that can help when companies expand into other markets.
If Canadian firms gain important financial capabilities later, they also have less time to turn them into competitive advantages before entering non-U.S. markets.
The quickest response to Canada's urgent need to diversify beyond the U.S. is not more export information. Canada already has market intelligence, trade commissioners, financing programs and buyer introductions. The priority is to shorten the time between choosing a non-U.S. market and winning recurring revenue there. Canada can do many things differently to help achieve this.
1. Start earlier. Promising fintech and digital companies should encounter non-U.S. customers, regulators and financial institutions while their products are still developing. This doesn't mean sending every startup overseas. It means finding companies with strong technology and real differentiation early enough that requirements in several jurisdictions can influence what they build.
A company that learns to work across several payment systems, data rules, onboarding requirements and regulatory environments before reaching scale develops a different skill set from one encountering that complexity for the first time after years focused on Canada and the U.S.
2. Push buyer introductions toward commercial conversion. Canada already connects companies with qualified contacts, potential customers and partners. But they need to track and measure how consistently those introductions turn into technical evaluations, paid pilots, contracts and recurring revenue. Trade Commissioners in priority non-U.S. markets are well placed to identify concrete buyer needs and concentrate Canadian firms with relevant products against those opportunities.
That also creates better intelligence. If Canadian fintechs repeatedly lose the same types of opportunities in London, Singapore or São Paulo, Canada can determine whether the problem is product fit, pricing, licensing, procurement, financing or a capability competitors already possess.
3. Finance the period between market entry and recurring revenue. CanExport can provide up to $50,000 toward eligible international business development costs. EDC's Trade Impact Program has up to $5 billion of additional capacity over two years and supports working capital, guarantees, credit insurance and other financing tools. Those tools become more useful when they are organized around the economics of a specific foreign operation. Customer acquisition, regulatory work, FX, payments, local staff and management time can absorb capital before a new market supports itself.
For regulated fintechs, entering another country is like building a second company while the first keeps operating. Management needs to know what the foreign operation costs, what milestones justify further investment and when the economics no longer support continued expansion. That discipline protects the Canadian core while giving a promising foreign business enough runway to prove itself.
4. Measure whether companies win and stay. Canada should track the time from choosing a non-U.S. market to the first paying customer, how many assisted firms develop recurring revenue and how many are still operating there after two, three and five years.
The same scorecard can track local licences, staff and operating entities alongside the value that remains anchored in Canada. That includes Canadian employment, management functions, intellectual property, investment and capital recycled into the next generation of companies.
Those results would expose the bottlenecks quickly. A firm that receives many introductions but cannot win customers has a different problem from one that wins customers but cannot finance its expansion. A company delayed by licensing, payments or compliance needs a different response again.
Canada's non-U.S. diversification push became urgent much faster than companies can build international experience. The fastest response is therefore partly to start earlier.
Then judge success by whether Canadian companies are winning customers outside the U.S., staying in those markets and keeping enough of the resulting value anchored in Canada.
Canada now needs to diversify beyond the U.S. faster than many of its technology companies have historically expanded internationally. Can it help promising fintechs build non-U.S. customers and operating experience early enough to win against established competitors while keeping more of the resulting enterprise value anchored in Canada?
The National Crowdfunding & Fintech Association (NCFA Canada) is a financial innovation ecosystem that provides education, market intelligence, industry stewardship, networking and funding opportunities and services to thousands of community members and works closely with industry, government, partners and affiliates to create a vibrant and innovative fintech and funding industry in Canada. Decentralized and distributed, NCFA is engaged with global stakeholders and helps incubate projects and investment in fintech, alternative finance, crowdfunding, peer-to-peer finance, payments, digital assets and tokens, artificial intelligence, blockchain, cryptocurrency, regtech, and insurtech sectors. Join Canada's Fintech & Funding Community today FREE! Or become a contributing member and get perks. For more information, please visit: www.ncfacanada.org
![]() | ![]() | ![]() |
|---|---|---|
![]() | ![]() | ![]() |
August 21, 2026

Employee benefits have undergone a quiet technological transformation. Not long ago, managing a health benefits plan meant paper forms, printed receipts, mailed claims, and significant administrative work for employers and employees. Over time, insurance providers digitized much of the process. Employees could submit claims online, access their coverage through a website, and eventually manage their benefits from a mobile device.
Today, another shift is taking place. The rise of digital financial infrastructure is making it possible for businesses to rethink not only how benefits are administered, but also what type of benefit they provide in the first place. Instead of purchasing a traditional insurance plan and paying recurring premiums to an insurance provider, some businesses are choosing a Health Spending Account, where the employer establishes a healthcare spending budget and employees are reimbursed for eligible expenses. This development is closely connected to the broader evolution of fintech.
Traditional employee benefits were built around an insurance model. An employer purchased coverage from an insurer, employees received a defined set of benefits, and claims were processed through the insurance provider. For decades, much of the administration surrounding that process was paper-based. Employees might fill out claim forms, collect receipts, submit documentation, and wait for reimbursement.
The internet gradually changed that process. Insurance providers began offering online portals where employees could submit claims electronically, view coverage details, and track reimbursements. Electronic payments replaced cheques, while digital records replaced much of the paperwork that had previously been required to administer a benefits plan.
The underlying insurance product remained largely the same, but the infrastructure surrounding it became digital. This was an important first step in the digitization of employee benefits, but it also raised a bigger question: if technology can digitize the administration of benefits, can it also change the underlying model?
Fintech has repeatedly demonstrated that digitizing an existing process is only the beginning. Payments are a good example. Businesses moved from cash and cheques to credit cards, online banking, electronic funds transfers, and automated payments. Accounting moved from desktop software and paper records to cloud-based platforms, while lending increasingly moved online, with applications, underwriting, and funding taking place digitally.
These developments created something more important than convenience: new financial infrastructure. Once the infrastructure exists, businesses can build entirely new products and services on top of it.
See:
The same thing is happening with employee benefits. Modern benefits platforms can connect employers, employees, financial institutions, and payment systems through software. Claims can be submitted digitally, reviewed electronically, and reimbursed through electronic funds transfer. Once these pieces of infrastructure exist, businesses have more options than simply purchasing a traditional insurance product.
This is where Health Spending Accounts become particularly interesting from a fintech perspective. A traditional health insurance plan transfers a defined set of healthcare risks to an insurance provider. The employer pays premiums in exchange for coverage according to the terms of the insurance policy.
An HSA takes a different approach. The employer establishes a defined healthcare spending allocation for employees, and employees submit eligible expenses for reimbursement, subject to the rules of the plan. Rather than purchasing an insurance product that provides a predetermined package of coverage, technology can provide the infrastructure needed to administer a defined healthcare budget.
This distinction opens up an entirely different model for employee benefits. The business can establish the amount it wants to make available, while employees have greater flexibility in how they use that benefit within the eligible expense rules.
The concept of giving employees a healthcare spending allowance is not new. What has changed is the infrastructure required to administer it efficiently.
Imagine an employer with 20 employees trying to manage an HSA using paper forms and cheques. Every claim would require documentation. Someone would need to review the expense, calculate the reimbursement, record the transaction, update the employee's available balance, and issue payment. The administrative burden could quickly outweigh the benefit of the flexibility.
Digital infrastructure changes that equation. An employee can submit a claim online, upload supporting documentation, and have the claim reviewed through a centralized platform. The employee's available balance can be updated electronically, while approved reimbursements can be sent directly to their bank account. What once required multiple manual steps can now be handled through a single digital workflow.
The evolution of electronic payments has been particularly important in making this model practical. Electronic funds transfer (EFT), pre-authorized debits (PADs), and other digital payment infrastructure allow money to move between businesses and individuals without paper cheques or manual bank transfers.
For an HSA platform, this infrastructure can operate on both sides of the transaction. When an employee submits an eligible claim, reimbursement can be sent electronically to their bank account. On the employer side, funds can be automatically withdrawn when claims are approved, allowing the business to fund reimbursements without manually paying an invoice for every transaction.
The result is a much more automated financial workflow: an employee submits a claim, the claim is reviewed, reimbursement is approved, funds are transferred electronically, and the employer's account is automatically debited. The development of these payment rails is an important part of what makes a digital, claims-based benefits model feasible at scale.
Digital HSA platforms also introduce a different way for businesses to think about benefit costs. With a traditional insurance plan, employers generally pay recurring premiums for coverage, regardless of how much employees ultimately use the plan. An HSA can instead operate on a claims-based model, where the employer establishes a budget but funds are used as eligible claims are submitted.
This can provide small businesses with greater visibility and control over healthcare spending. Rather than paying a fixed premium for a predefined package of coverage, a business can establish how much it is prepared to allocate toward employee healthcare and allow employees to use that allocation for eligible expenses.
This reflects a broader fintech trend toward usage-based financial products. Businesses increasingly expect technology to provide more transparency into where money is going and to reduce the friction involved in moving and managing funds.
The digital transformation of benefits is also changing the employee experience. Traditional insurance plans are designed around predefined coverage. An employee may have coverage for certain services but little or no use for others.
An HSA can approach the problem differently. Instead of deciding exactly which healthcare services employees should use, the employer establishes a budget and employees decide how to use that budget among eligible expenses. One employee might use their allocation primarily for dental expenses, while another might have significant vision, physiotherapy, or prescription medication expenses.
This creates a more personalized benefit without requiring the employer to manually manage every reimbursement. The software handles the administrative infrastructure while the employee has greater choice over how to use the benefit.
This shift reflects a broader pattern across financial technology. Fintech does not always eliminate traditional financial institutions, but it can change where value is created and which parts of a financial transaction require an intermediary.
Digital payment platforms have reduced the need for businesses to rely on traditional payment processes. Online lending platforms have created alternatives to traditional lending channels. Digital investment platforms have reduced some of the friction involved in accessing financial markets.
Similarly, digital benefits infrastructure gives businesses an alternative to relying exclusively on traditional insurance-based employee benefits. The opportunity is not simply to make insurance administration faster. It is to allow businesses to choose a fundamentally different way of delivering healthcare benefits.
This is an important distinction. The innovation is not necessarily that an insurance product has become easier to use online. It is that the availability of digital claims administration and payment infrastructure makes it possible for a business to consider a different financial model altogether.
This evolution is particularly relevant to small businesses. Large companies have traditionally had access to dedicated benefits teams, negotiated insurance plans, and significant administrative resources. A five-person business typically does not have those resources.
Digital platforms can make sophisticated financial and benefits infrastructure accessible to businesses that previously would not have had the resources or administrative capacity to manage it themselves. A small business can establish a defined benefit budget, provide employees with access to a digital claims platform, and use electronic payments without building the infrastructure internally.
That can change the competitive landscape. A small business may not be able to compete with a large corporation on salary alone, but it can potentially offer a flexible digital health benefit that employees can use according to their individual needs. Technology effectively lowers the administrative barrier to offering that benefit.
The evolution of employee benefits follows a familiar fintech pattern. First, the paper process was digitized. Then the user experience moved online. Now the underlying financial model itself is being reconsidered.
Health Spending Accounts are one example of what becomes possible when digital claims administration, cloud software, automated payments, and electronic banking infrastructure come together. For businesses considering this approach, understanding how Health Spending Accounts work is an important step in evaluating whether a digital, claims-based benefit model makes sense for their workforce.
The important development is not simply that employees can submit a claim from their phone instead of filling out a form. It is that technology has made it possible to rethink the relationship between employers, employees, insurers, and healthcare spending altogether.
As fintech continues to develop, more financial products may follow the same path: from paper, to digital, to fundamentally different. Employee benefits may be one of the clearest examples of that transition already underway.
The National Crowdfunding & Fintech Association (NCFA Canada) is a financial innovation ecosystem that provides education, market intelligence, industry stewardship, networking and funding opportunities and services to thousands of community members and works closely with industry, government, partners and affiliates to create a vibrant and innovative fintech and funding industry in Canada. Decentralized and distributed, NCFA is engaged with global stakeholders and helps incubate projects and investment in fintech, alternative finance, crowdfunding, peer-to-peer finance, payments, digital assets and tokens, artificial intelligence, blockchain, cryptocurrency, regtech, and insurtech sectors. Join Canada's Fintech & Funding Community today FREE! Or become a contributing member and get perks. For more information, please visit: www.ncfacanada.org
![]() | ![]() | ![]() |
|---|---|---|
![]() | ![]() | ![]() |
August 20, 2026 | NCFA Resource | FinTech and Alternative Finance, Fintech and Networking Events, Artificial Intelligence And Data

On September 14 and 15, 2026, the Canada Fintech Forum 2026 returns to Fairmont The Queen Elizabeth in Montréal. Organized by Station Fintech and powered by Finance Montréal, the Forum brings together leaders from financial institutions, fintechs, investment, technology and the public sector. NCFA is supporting the forum as a visibility partner for this year's Forum and will be sharing event and program updates with Canada's fintech community ahead of September.
CANADA FINTECH FORUM 2026
September 14–15, 2026 · Montréal
Fairmont The Queen Elizabeth
1,500+ Attendees · 70 Speakers · 120 Startups
Day 1· Open & Embedded Finance
Day 2· Enterprise Infrastructure & AI
The preliminary program divides the Forum into two focused days, beginning with open and embedded finance before turning to enterprise infrastructure and artificial intelligence.
The first day examines how new data access, payment rails and embedded financial products are changing competition and distribution. Sessions include the market effects of open finance, the future of Canada's payments ecosystem from real-time payments to stablecoins, autonomous transactions, sustainable finance and the risks and oversight questions surrounding embedded credit.
Several of those discussions connect directly with developments already underway in Canada. Canada open banking intelligence tracks the proposed consumer-driven banking rules now defining data access, accreditation, consent and liability, while Canada's financial infrastructure opening follows the parallel expansion of payments access and new market participation.
The second day focuses on how financial institutions are deploying and governing new technology inside regulated operations. Topics include AI-driven financial decision making, AI-native finance versus legacy systems, RegTech automation, the growing AI cybersecurity arms race and whether financial institutions are ready for quantum computing.
The current speaker lineup brings together senior leaders from banking, insurance, fintech and artificial intelligence. Confirmed speakers include
The broader Forum is designed to bring financial institutions and fintech companies into direct conversation with investors, regulators, technology providers and other ecosystem participants.
The Forum is built around business access as much as conference content. Attendees can compare market priorities with decision makers, identify potential customers and partners, meet investors and fintech founders, and get a clearer view of what financial institutions are looking to buy, build or integrate next.
Networking includes curated business meetings and dedicated spaces for exchanges between institutions, fintechs and investors. September 14 also includes ElleFintech, a fireside-chat breakfast highlighting fintech companies founded or led by women.
For fintech founders, the concentration of 120 expected startups alongside major financial institutions and investors creates a vibrant opportunity to test market assumptions, build relationships and understand where buyers and capital providers are placing their attention.
Reserve your seat. Register for the Canada Fintech Forum 2026 Now
Eligible fintech startups can apply for 75% off registration for up to two attendees per company -> Apply for the startup rate.
The National Crowdfunding & Fintech Association (NCFA Canada) is a financial innovation ecosystem that provides education, market intelligence, industry stewardship, networking and funding opportunities and services to thousands of community members and works closely with industry, government, partners and affiliates to create a vibrant and innovative fintech and funding industry in Canada. Decentralized and distributed, NCFA is engaged with global stakeholders and helps incubate projects and investment in fintech, alternative finance, crowdfunding, peer-to-peer finance, payments, digital assets and tokens, artificial intelligence, blockchain, cryptocurrency, regtech, and insurtech sectors. Join Canada's Fintech & Funding Community today FREE! Or become a contributing member and get perks. For more information, please visit: www.ncfacanada.org
![]() | ![]() | ![]() |
|---|---|---|
![]() | ![]() | ![]() |
August 20, 2026 | NCFA Insight | Artificial Intelligence And Data, Public Sector Policy And Industrial Strategy

On August 20, 2026, Bank of Canada research on AI and Canadian hiring shows that people coming from occupations with greater artificial intelligence exposure are having a harder time finding work than people coming from less exposed occupations. During 2015 to 2019, the estimated job finding rate at the fully exposed end of the Bank's model was 2.2 percentage points lower than at the unexposed end. In 2025, it was 13.9 points lower. The comparable difference in job separation rates barely changed.
The Bank isn't saying AI alone caused the gap. The pandemic, immigration, trade changes and weaker labour market conditions also affected hiring. What stands out is where the difference appears. People in more exposed occupations aren't leaving or losing jobs much faster, but those trying to find work are having more difficulty getting hired.
The occupations near the top of the Bank's exposure ranking are heavy on information work. Data entry clerks, receptionists, payroll administrators and accounting clerks, banking and insurance clerks, records management staff, customer service representatives and office support workers all rank highly. Jobs that depend more on physical work, specialized human skills or judgment generally rank lower.
The Bank estimates the relationship using Statistics Canada Labour Force Survey data and occupation level AI exposure scores. No workers in the data sit at exactly 0% or 100% exposure, so those endpoints are estimates rather than two observed groups of workers. The Bank describes the comparison as an upper bound.
Statistics Canada research on AI and employment provides an important check. Employment generally grew from November 2022 through December 2025 across occupations with different levels of potential AI exposure. Vacancies in highly exposed occupations where AI may replace more tasks also fell at a similar rate to vacancies in occupations with lower exposure.
Those findings can coexist. Overall employment can hold up while people trying to enter or reenter some occupations take longer to get hired. The Bank also finds that younger workers are more concentrated than older workers in several occupations with moderate or high AI exposure. That puts more attention on entry points into the labour market, not just on whether established workers are being laid off.
A company doesn't need a large round of layoffs to use less labour. It can replace fewer people who leave, open fewer junior positions or use the same team to handle more work. The Bank's August data show why layoff announcements alone are a poor measure of the employment effect.
A separate Bank of Canada survey of Canadian firms points in the same direction. Firms expected AI to have little effect on employment over the following year but modest net negative effects over three years. They expected the impact to build over time rather than arrive as an immediate employment shock.
New Bank of Canada evidence on business AI adoption adds another layer. More than two-thirds of surveyed business leaders said they personally use AI in a typical work week, but only 8% of businesses reported significant AI use in core operations. Over the next three years, 23% expect AI to reduce employment while 11% expect a positive employment effect. That suggests hiring effects could emerge before broad operational transformation is complete, leaving a sizeable gap between using AI tools and redesigning businesses around them.
If AI lets companies produce more with existing teams, labour demand can weaken first through vacancies, replacement hiring and junior recruitment. If those measures deteriorate in the occupations where AI use is rising fastest, the case for an AI related employment effect gets stronger. If they recover with the rest of the labour market, it gets weaker.
The Bank of Canada July AI employment paper approached the issue through an economic model rather than observed labour market outcomes. It separates AI that helps workers produce more from automation that transfers tasks away from workers. Both reduce labour demand in the model, with the larger effect coming when machines take over tasks. The August research adds observed Canadian labour data without proving that AI caused the hiring gap.
Finance is a useful place to watch because AI use is already high and several financial jobs rank among the Bank's more exposed occupations. Statistics Canada found that 40.4% of finance and insurance businesses used AI to produce goods or deliver services during the previous 12 months, more than twice the 19.2% Canadian business average.
The Bank's 2026 Financial System Survey shows a similar pattern among major financial organizations. Nearly all 54 respondents reported using AI, although most still described adoption as limited or moderate. They generally use it to complete existing tasks faster while keeping people responsible for critical decisions carrying financial, legal or reputational consequences.
Financial firms also have an implementation problem. In the Bank survey, 58% of respondents reported difficulty integrating AI into existing systems and workflows. Another 56% cited weak AI literacy among current employees or difficulty hiring and retaining people with specific AI expertise.
Governed financial AI workflows show why both things can happen at once. Software can collect information, compare records, prepare research, identify accounting breaks and assemble know your customer files before a person reviews the work or makes the decision. A firm may need less manual work around a process while placing more value on employees who understand the business well enough to challenge the output.
That becomes especially important for junior roles. Employees have traditionally learned finance by preparing files, reconciling records, reviewing documents, gathering evidence and completing first pass analysis before taking responsibility for harder decisions. AI's hidden costs in replacing junior workers include weakening some of those early career training routes. If AI removes more of that routine work, firms may eventually need fewer junior hires while still competing for experienced analysts, operators, compliance professionals and risk managers.
Current evidence doesn't show that this has happened across Canadian finance. It does show high AI use, exposed information work and shortages of people with the skills to implement and oversee the technology. For founders, financial institutions and investors, the employment question is therefore bigger than how many jobs AI eliminates. It's also about which jobs companies stop adding, which skills become more valuable and how firms build experienced people when some of the work that trained them is automated.
If AI reduces the number of people companies need to hire before it reduces existing headcount, how quickly will Canada's employment data show the change?
The National Crowdfunding & Fintech Association (NCFA Canada) is a financial innovation ecosystem that provides education, market intelligence, industry stewardship, networking and funding opportunities and services to thousands of community members and works closely with industry, government, partners and affiliates to create a vibrant and innovative fintech and funding industry in Canada. Decentralized and distributed, NCFA is engaged with global stakeholders and helps incubate projects and investment in fintech, alternative finance, crowdfunding, peer-to-peer finance, payments, digital assets and tokens, artificial intelligence, blockchain, cryptocurrency, regtech, and insurtech sectors. Join Canada's Fintech & Funding Community today FREE! Or become a contributing member and get perks. For more information, please visit: www.ncfacanada.org
![]() | ![]() | ![]() |
|---|---|---|
![]() | ![]() | ![]() |