The caregiver profile — TESDA Caregiving NC II, years in Gulf or Asian care homes, English — is on the caregivers guide. This page is the employer's side: how a care operator or home-care provider turns that supply into a working programme, from the brief through the country route, scenario-based selection and deployment in waves, to the first-year practices that keep caregivers.
A caregiver programme starts from the setting, not from a headcount: residential elderly care, a dementia unit, disability services or home care need different people and different scenarios. The brief fixes the setting, the numbers by shift, the start window, the housing you provide, the language level you can work with and the pay and benefits — including what the caregiver is told in Manila about net pay, hours and the climate. Everything downstream is designed from it.
Caregivers are not selected from a CV. At our Makati facilities each candidate works through scenarios that mirror your setting — a bed-to-chair transfer, personal hygiene with dignity, assisted feeding and hydration, a conversation with a resident living with dementia, a handover note in English — while your head of care watches live and interviews the same day. Previous care employers are contacted for references by us. Candidates are briefed on the setting, the shifts, the housing, the climate and the net pay before any offer, and sign only after a cooling-off day.
English carries the first months in every destination we serve; where renewal requires the local language (Croatian A1.1) or the setting needs it, the course starts in Manila and continues after arrival at the employer's cost, with the exam scheduled in year one. Waves of ten to twenty-five arrive together, housed near the facility, inducted by a named mentor in English, with a contact who speaks their language in the first weeks. A second wave is planned before the first arrives, so the programme keeps its rhythm.
Caregivers leave when the job differs from the briefing — hours, pay, housing, the setting. They stay when it matches, when the dated steps to renewal are handled for them, when families can be contacted and visited, and when a second-year conversation about development happens. In destinations that now tie an employer's right to recruit to its termination rate, such as Malta, these practices are a licence condition as well as good management.
Recruitment runs through our own DMW-licensed agency, Prime Search Manpower Agency Inc. in Makati (licence DMW-027-LB-11182024): your organisation is accredited at the Migrant Workers Office for the destination, the job order is registered with the DMW, and every worker leaves Manila with a verified contract, medical clearance, pre-departure orientation and an Overseas Employment Certificate. Recruitment follows the employer-pays principle: no nurse or carer pays for an interview, an assessment, a language course or a place on a shortlist. Your organisation is the employer from day one; we never employ or lease the workers.
Everything here is subject to the professional-recognition, registration, language and immigration rules of the destination country and Philippine DMW rules.
Three to five months from brief to arrival in Croatia, Malta or the Gulf, where the role is unregulated and the route is open; longer where a training route applies.
They arrive with English. Where the country or the setting requires the local language, we plan the course and the exam into year one at the employer's cost; Croatia requires A1.1 with renewal applications filed from 4 June 2027.
Yes — that is the model. Your head of care watches the scenario assessment live in Makati or online and interviews the same day; nobody is presented who has not passed the scenarios.
Previous care employers, by direct contact; TESDA certificates against the registry; identity and police clearances through the DMW documentation chain.
On the caregivers profession guide — the canonical page for the qualification, experience and testing. This page covers the employer's programme.
General information for employers, not legal or migration advice. Rules change; we re-verify before each hire.