An unfilled care position costs up to €127,000 a year. And it won’t fill itself: the shortage is structural.
Care assistants — Assistant Nurse Level 1 and 2 (Pflegeassistenz and Pflegefachassistenz) — from the Philippines, one of the world’s largest schools of medical and nursing personnel. Qualification recognition and German up to B1. Fully legal, via the RWR Card. Free of charge for employers.
Every year the Philippines deploys hundreds of thousands of professionals abroad — to the US, Japan, South Korea and the Gulf — through a state-regulated system. A proven mechanism, not an experiment.
The problem
You know this better than we do — but let’s name the price
Closed beds with a live waiting list. Agency substitutes at double rates. Permanent staff carrying one and a half positions and counting the months until they quit. That is what €127,000 a year per unfilled position looks like — and every employee lost to overload creates the next vacancy. This shortage cannot be closed within Austria or the EU: competition for the same people will only get more expensive. The solution is a market that has been purposefully training care professionals for work abroad for decades.
Who we fill
Positions
Assistant Nurse Level 1 (Pflegeassistenz)
Assistant Nurse Level 2 (Pflegefachassistenz)
Heimhilfe
DGKP projects are possible but require considerably longer lead times — let’s discuss individually.
The timeline
Realistic timelines — because qualification recognition is not a formality
When do you need to start?
Pick the role and the month you need people working. We’ll show the realistic route — and the latest start date.
Which role?
When do you need people?
Drag to choose a month
Tight on time
By February 2027 the full cycle no longer fits. A realistic ready date: May 2027. If the shortage repeats every season, now is the time to break the cycle.
A planning guide, not a guaranteed processing time: actual duration depends on the position, the completeness of documents and the authorities’ workload.
Download my plan (PDF)
A personalised step-by-step plan: your role, your dates, every stage.
Actual duration always depends on the individual case: completeness of documents, language level and the authorities’ processing times.
This is a directional planning estimate based on selected assumptions and averages. The range avoids fake precision and makes the number easier to challenge.
Model comparison
Show the exit, not only the pain.
Current 24-month cost €491 400
Includes vacancy gaps, replacement cycles and the current model premium.
Assumptions behind the model
Not another formula block — just the business meaning behind the factors.
1
Operational pressureOpen roles create overtime, service gaps and management load.
2
Continuity riskDifferent industries lose money differently when teams are incomplete.
3
Replacement cycleTemporary coverage can solve today while recreating the same gap tomorrow.
No email requiredPlanning estimate
Estimate the monthly cost of open roles
See the result first, check the logic, then adjust it to your company in seconds.
This is a directional planning estimate based on selected assumptions and averages. The range avoids fake precision and makes the number easier to challenge.
Model comparison
Show the exit, not only the pain.
Current 24-month cost €491 400
Includes vacancy gaps, replacement cycles and the current model premium.
Long-term model cost €9 000
A stable long-term model reduces repeated replacement, onboarding friction and vacancy recurrence.
Potential savings zone ≈ €482 400
Savings come from reducing churn, repeated replacements and time spent operating below capacity.
Assumptions behind the model
Not another formula block — just the business meaning behind the factors.
1
Operational pressureOpen roles create overtime, service gaps and management load.
2
Continuity riskDifferent industries lose money differently when teams are incomplete.
3
Replacement cycleTemporary coverage can solve today while recreating the same gap tomorrow.
Honest expectations
What we say openly — before signing, not after
Recognition is an operational reality, not a stamp. Plan in months, not weeks.
B1 is the minimum; some institutions require B2 — tell us upfront, preparation takes longer.
Some institutions must align the project with their operator and works council — we help you prepare the arguments.
The first people arrive in six months or later. Which is why the right moment to start is now — not when it becomes critical.
Build a staffing reserve that doesn’t leave after a season
Staff request form (3 steps) + alternative: a 15-minute assessment call.
