Licensed recruitment of skilled Filipino professionals for Finnish employers. Your company is the direct employer — we run selection in Manila, the Finnish permit process and the Philippine exit formalities end to end. From 1 worker.
Every Finnish 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 manage the Finnish permit process under your power of attorney 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 Finnish specifics below are the part that makes Finland different from every other market we serve.
Residence permit for an employed person. Finland issues a residence permit for an employed person through the Finnish Immigration Service (Migri), which now handles both the labour-market test and the residence decision. The first permit is normally subject to labour-market testing, and Migri applies a minimum gross income requirement (EUR 1,600 per month in 2026) alongside collective-agreement pay. Certified employers use a faster track. Finland has actively recruited Filipino nurses and care staff and has structural demand in construction, cleaning and industry.
Labour-market test: Applied by Migri for the first residence permit for an employed person; certified employers use a faster track.
Shortage occupations: No fixed shortage list; Migri assesses labour availability for the occupation and region during the test.
Deploying a Filipino worker abroad is regulated by the Department of Migrant Workers (DMW). The MWO with jurisdiction for the Nordics verifies employers and contracts; we confirm the current assignment before deployment. 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 Finnish permit rather than after it.
Typical gate-to-gate time for Finland is 2–4 months from signed engagement to the first arrival, driven mainly by the Finnish 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 Finnish 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 Finland covering sourcing, trade testing, documentation, the permit process and arrival support — there is no price list, because volumes, roles and the Finnish route differ from project to project. Direct employment means the worker's wage is paid by you under your Finnish contract; there is no intermediary employer.
A Finnish 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. We file the residence permit for an employed person under power of attorney 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.
Yes — Filipino nurses and practical nurses have been recruited for years; registration and language plans are part of the process.
Not for industrial permits; care roles need a language pathway.
Shorter processing and lighter documentation for repeat hiring.