The Canadian Security Intelligence Service (CSIS) is revamping its recruitment strategy in response to operational demands, as indicated by internal communications—highlighting ongoing challenges with staffing.
Earlier this year, CSIS implemented a range of modifications to “address operational needs and emerging challenges,” as per documents acquired by CBC News through an access to information request.
One email sent to CSIS managers states, “These modifications signify a transformation in how we recruit, classify, deploy, and empower our personnel.”
The emails emphasize that “these initiatives will allow us to operate more efficiently and effectively … and enhance our capacity to respond to the evolving and more complex environment.”
Many of the adjustments focus on eliminating “structural bottlenecks,” boosting external hiring, and making modifications to reduce the duration from recruitment to operational deployment, according to the documents.
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The documents also outline the establishment of a new team focused on external recruitment to attract candidates “efficiently and responsibly.”
As of March 2026, the hiring ratio at CSIS was 85 percent internal appointments to 15 percent external hires, as indicated in the documents. Managers were advised to give strong consideration to external candidates for specific skilled roles.
Unlike many government positions, a majority of roles within CSIS necessitate enhanced top-secret clearance—a thorough vetting process that scrutinizes a candidate’s personal background, character, family history, and financial records, which can last from 12 to 18 months.
CSIS aims to outsource additional functions
Although some sections of the documents were heavily redacted, they also indicate a drive to expedite deployment.
Changes will allow applicants to apply directly to their preferred regions, which CSIS believes will facilitate targeted hiring for regional openings. Additionally, the agency is modifying official language requirements “where applicable,” and shortening training programs, according to the documents.
“This will empower us to recruit individuals capable of filling critical vacancies in regions that will enhance our operational capabilities,” one email states.
The documents reveal that the typically secretive agency is considering outsourcing recruitment processes, including some screening, targeted recruitment, and psychological assessment services.
A CBC News investigation has identified Biwei Zhang as the Canadian woman recently arrested on suspicion of spying at NATO’s military headquarters in Belgium. According to her online resume, Zhang previously worked for both the Canadian Space Agency and Statistics Canada prior to her NATO internship. The case has raised questions surrounding Canada’s security screening process for sensitive government roles.
The agency has already expanded its use of outsourced, standardized written testing tools to optimize the assessment process. Additionally, it is reorganizing how co-op students transition into full-time employment, as stated.
CSIS is also exploring the acquisition of new technology that “facilitates recruitment,” though details on what this entails remain scarce.
The agency did not specify how many employees it aims to hire but mentioned it is looking to fill vacancies for intelligence officers, engineers, analysts, IT specialists, and communications professionals “among others.”
“CSIS is encountering increasing demands due to evolving security threats, including espionage, foreign interference, and terrorism,” stated spokesperson Magali Hébert.
“So far, CSIS has maintained a high level of qualified applicants for its roles, and recruitment efforts have yielded positive outcomes.”
Staff shortages present risks: former analyst
Stephanie Carvin, a former analyst at CSIS and currently an assistant professor at Carleton University, remarked that recruitment and retention “has long been a critical issue” for the agency.
“Its unique asset lies in having human intelligence officers who engage with the community, gather information, build relationships, and develop sources. It cannot achieve this without personnel,” she noted.
“Staff shortages result in employees working overtime, leading to burnout and fatigue, which poses a risk for the organization.”
CSIS Director Dan Rogers has made culture change one of his top priorities at the spy agency. (Sean Kilpatrick/The Canadian Press)
As an intelligence organization and a partner in the Five Eyes alliance, the onboarding process at CSIS will always be lengthy and “challenging,” Carvin acknowledged, but “efforts to enhance efficiency are welcomed.”
“Someone can resign with just two weeks’ notice, yet it may take between one to two years to find a replacement due to security protocols,” she stated.
“The pressures on the agency are likely at an all-time high, while the methods for bringing in new personnel remain largely unchanged since the 1980s.”
A further indication of the agency’s concerns regarding staffing is its initial decision to prevent employees from utilizing the government’s early retirement incentive. As reported by CBC News in April, CSIS and other security agencies such as the Communications Security Establishment communicated to employees that they would not accept applications due to “ongoing operational pressures and growth necessities.”
The National Post indicated that Privy Council Clerk Michael Sabia intervened, resulting in both agencies reversing their stance. A source cited by the Post mentioned that Sabia views the early retirement options as “an excellent opportunity to inject new energy into the mid- to senior-levels of the public service and promote younger bureaucrats.”
CSIS Director Dan Rogers, who assumed leadership in late 2024, has prioritized culture change within the agency.
As part of the changes, he appointed a new executive lead for recruitment and staffing in February, as shown in the emails shared with CBC News.
“Welcome to your new role, I hope I didn’t frighten you earlier today :),” Rogers commented in an email.
“Given the circumstances, your role is extremely important for the agency—I’m pleased you decided to accept it.”