Licensed recruitment of skilled Filipino professionals for Austrian employers. Your company is the direct employer — we run selection in Manila, the Austrian permit process and the Philippine exit formalities end to end. From 1 worker.
Austria has pre-assessed Philippine vocational qualifications at government level. These guides explain the Pre-Check register, the Rot-Weiß-Rot card, and the trades, care and hospitality profiles that fit — with German preparation on request.
Every Austrian project runs on the same backbone: you define the roles, headcount and start date; our own DMW-licensed agency in Manila, Prime Search, sources and trade-tests candidates; you approve the shortlist (on-site or online); and we coordinate the Austrian Rot-Weiß-Rot application — you file at the residence authority in Austria with the worker's consent (or the worker files at the Austrian representation in Manila), we prepare the complete file, check the qualification against the BMWET Pre-Check register and coordinate with the AMS regional office while the Philippine side — contract verification, medical, pre-departure orientation and the Overseas Employment Certificate — runs in parallel. The employment contract is signed and verified before departure; your new employee lands, completes local onboarding and clocks in.
The Austrian specifics below are the part that makes Austria different from every other market we serve.
Red-White-Red Card (Rot-Weiß-Rot – Karte). Austria admits non-EU workers through the points-based Red-White-Red Card. The practical channel for Filipino skilled workers is the shortage-occupation track (Fachkräfte in Mangelberufen): the Fachkräfteverordnung 2026 lists 64 nationwide occupations plus regional lists per Land, the candidate needs a completed vocational training in the occupation and at least 55 of 90 points, pay is at collective-agreement level with no separate minimum salary, and the residence authority decides within eight weeks. Two things are specific to the Philippines: a 2023 Austria–Philippines skilled-worker agreement (912 cards issued to Filipinos since), and the BMWET Pre-Check register, which pre-assesses Philippine vocational qualifications — typically TESDA NC III and technical diplomas — so that the AMS individual assessment of the training can be waived. The employer applies domestically with the worker's consent, the AMS checks the case, and the card is collected after arrival.
Labour-market test: For the shortage-occupation RWR route there is no traditional labour-market test; the AMS verifies the occupation, points, qualification, pay and conditions. Other RWR categories (e.g. other key workers) can include an AMS labour-market test.
Shortage occupations: Fachkräfteverordnung 2026 (in force 1 January 2026): 64 nationwide shortage occupations and regional lists per Land — technical trades, construction, cooks and hospitality, care. For Philippine qualifications the BMWET Pre-Check register (register dated 7 August 2026; 102 qualifications reported at launch in February 2025) waives the case-by-case assessment of listed trainings.
Deploying a Filipino worker abroad is regulated by the Department of Migrant Workers (DMW). MWO Vienna (Philippine Embassy) verifies employers and contracts for Austria. The verified contract, together with the job order approved by the DMW, allows the worker to obtain the Overseas Employment Certificate (OEC) — the exit clearance without which no Filipino worker can legally leave for a job abroad. Pre-employment orientation, medical examination at a DOH-accredited medical clinic authorised to examine overseas Filipino workers and pre-departure orientation complete the sequence. Because we operate the licensed agency ourselves, this runs in parallel with the Austrian permit rather than after it.
Typical gate-to-gate time for Austria is 3–5 months from signed engagement to the first arrival, driven mainly by the Austrian permit and the embassy appointment in Manila. Sourcing and trade testing usually take two to four weeks and are not on the critical path. We give you a written timeline for your specific role before you commit.
Sectors where Austrian employers most often hire Filipino workers through us:
Our contractual partner is the employer, and it is the employer we invoice for the service. You receive an individual offer for Austria covering sourcing, trade testing, documentation, the permit process and arrival support — there is no price list, because volumes, roles and the Austrian route differ from project to project. Direct employment means the worker's wage is paid by you under your Austrian contract; there is no intermediary employer.
An Austrian employer briefs us on roles and headcount. Within two to four weeks we present trade-tested candidates from Manila with video assessments; the employer interviews online and approves. You file the Rot-Weiß-Rot application at the residence authority with the worker's consent; we prepare the file, the Pre-Check match and the AMS coordination while Prime Search completes the DMW documentation. The employment contracts are signed and MWO-verified before departure; on arrival the workers complete registration and local onboarding and start on the floor — with our team reachable for the first months of integration. Whether the project is one specialist or a full shift, the mechanics are identical.
Points can be earned through language, qualification and experience; German is not always mandatory but strengthens the case and is expected in tourism and care.
Seasonal permits exist separately; the Red-White-Red Card is designed for longer-term employment.
Either, but the employer-led application from Austria is the smoother path and the one we run.