Behind every clinical team is a larger workforce that is not regulated: the people who move patients, sterilise instruments, feed wards, clean to infection-control standard and keep supplies flowing. These roles have short immigration routes in most countries and the Philippines supplies them with hospital experience. This page covers what we recruit for hospital support, where the line to regulated roles runs, and how a support cohort is selected.
A 400-bed hospital employs as many people outside the clinical registers as inside them. Porters and patient-transport staff, sterile-services assistants preparing instrument trays, catering staff and ward hosts, housekeeping teams cleaning to infection-control standard, laundry, stores and logistics, reception and ward clerks. None of these is a regulated profession in the destinations we serve, which makes them the fastest healthcare roles to fill from abroad — provided the country's immigration route admits them.
The line to regulated roles runs through the assistant titles. A healthcare assistant in Ireland holds a General Employment Permit at €32,691 and is expected to hold a QQI Level 5 after two years; a care assistant in Finland is unregulated but the practical-nurse title is protected; in Germany the assistant titles are earned by training. We place assistant roles only where the title and the route are clear, and we do not describe support roles as clinical.
Support roles follow the general immigration route for medium- and low-skilled work: national work permits in the Czech Republic, Slovakia, Poland, Lithuania, Hungary, Croatia and Romania; Malta's single permit with the care exemption where the role is in a care setting; the Gulf's MoHRE permits; Ireland's General Employment Permit where the occupation is eligible. Countries that exclude low-skilled roles from economic migration — Flanders since 1 January 2026, the Netherlands through the UWV test — do not admit them, and Germany admits only roles with a two-year qualification or through training. We confirm the route per role before sourcing.
Support staff are selected at our Makati facilities by scenario: a bed-to-chair transfer with correct manual handling, an isolation-room clean to protocol, a tray assembled from a diet sheet, a stock count against a system. English is tested in every interview because hospital support staff read protocols and speak to patients. Candidates are briefed on shifts, housing and net pay before signing; hospital references are verified.
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.
Only through the regulated route — recognition of a BSN and PRC licence, or the destination's own training. Many hospitals recruit BSN graduates into support roles deliberately and plan their recognition; the offer must say so.
No. Countries that exclude low-skilled roles from labour migration (Flanders since 2026, the Netherlands via the UWV test) do not admit them; Germany admits only qualified or training routes. Central Europe, Croatia, Malta, Ireland and the Gulf do.
Yes — cleaning to protocol, isolation procedures and hand-hygiene discipline are part of the scenario tests for housekeeping and support roles, and hospital references are verified.
Twenty to sixty in one round is normal for a hospital or group; housing and induction capacity on your side are the practical limit.
General information for employers, not legal or migration advice. Rules change; we re-verify before each hire.