Advertising a vacancy and waiting for professionals to reply no longer works in care. We create job posting pages that are read on a smartphone, make applying as simple as possible and are findable in search engines and job searches.
This page is about job ads for care services. We build a page of its own for each job on your website.
The ad is easy to read on a phone. Applying is quick, with only a few fields.
The job can show up in the job search on Google. But we cannot promise that.
We write ads for nurses, care assistants and trainees. We name your perks as an employer in a clear way. We take care with data protection.
A good ad can help you get more job applications. The first talk is free. Write to us or give us a call.
Fixed price
in the offer before the project starts
75 %
of job searches on mobile (Indeed Hiring Lab)
690,000
care workers missing by 2049, least favourable variant (Federal Statistical Office)
one
dedicated contact
Recruiting · prices net, plus VAT
A job posting page as an extension of your existing website from 1,490 €. A complete career page with a recruiting concept 2,480 €. An ongoing social recruiting campaign via Meta & Instagram from 990 € per month plus ad budget. No flat-rate guessing game – every project starts with a free initial talk.
Prices as of September 2026. Ongoing services are booked individually and can be cancelled monthly; there is no minimum term.
In the competition for care professionals, the winner is not the employer with the biggest budget but the one with the least friction between interest and application. A well-crafted job posting page is the hinge: it reaches care professionals where they search, convinces them in seconds and enables first contact without unnecessary barriers. We connect these pages seamlessly with your career page and recruiting concept and integrate them into your care website so that applicants and relatives form the same professional impression.
The classic job advertisement in a PDF linked from the home page is a thing of the past. Around 75 per cent (Indeed Hiring Lab) of candidates today use mobile devices for their job search. Anyone who cannot fill in a form on a smartphone or has to upload a CV as a file will abandon the process. This is particularly critical for care services because many professionals search between two shifts or on the go and have only a narrow time window. Every technical barrier directly costs applications.
At the same time, search behavior has changed fundamentally. Care professionals search via Google Jobs, job portals, shared links in messenger groups and directly through company searches. A job posting that is invisible to search engines because it is buried in a PDF or lacks structured data simply does not appear in these channels. A page with clean Schema.org JobPosting markup can, by contrast, appear directly in Google Jobs results, significantly increasing visibility without investing money in job portals. How such a listing is built in terms of content is explained in our guide to care job listings on your own website.
Job Posting and Career Page: Two Sides of the Same Coin
Job postings for care professionals differ fundamentally from those for office jobs. Qualified care professionals, care assistants, care management candidates and trainees have different questions, different concerns and different priorities. An advertisement that addresses everyone ultimately addresses no one specifically. We structure every job posting to suit the target audience, ensure it is excellent to read on a smartphone and makes the next step as easy as possible.
Readable font sizes, tap-friendly buttons and a form that works on small screens. Applications must be possible on the sofa during a break, not only at a desktop.
Roster models, bonuses, training budget, company pension scheme, preferred time off: concrete benefits convince more than general phrases like good working atmosphere. We formulate them tangibly and in a legally sound way.
Schema.org JobPosting ensures that your vacancy can appear in Google Jobs and other job aggregators. Search engines read salary, employment type, location and date directly from the page code.
Catchment area, travel time, proximity to home: care professionals choose by accessibility. We link job postings to your local visibility so relevant candidates in your region find you.
Name, contact, desired position and optionally a file: that is all that is needed for the first step. Fewer mandatory fields noticeably reduce the drop-off rate. Details are clarified in the subsequent personal conversation.
Each position receives its own intelligible URL and a meaningful preview when shared via messenger or social media. This turns your existing team into a multiplier for your job postings.
The most common reason for abandoned applications is a form that asks for too much. We reduce the quick application to the essentials and gather the details in the personal conversation. A sighting turns into a real application with just a few taps, landing immediately with the right person.
Job posting pages for care services are more than a filled-in form on a website. We handle the complete build, from requirements analysis and text design to technical integration into your existing or new website. The result is one page per vacancy that can be found independently and is simultaneously embedded in your overall image as an employer and care service.
Care encompasses a wide range of roles, each with their own requirements, focus areas and career paths. A qualified care professional has different questions from a care assistant, and a care management candidate has different expectations from a trainee. We create postings tailored to the respective target audience without sounding generic. We stick to verifiable statements and avoid formulations that could be legally problematic, such as unrealistic salary promises or commitments that cannot realistically be kept day to day. How to address trainees in the new nursing assistant programme is described in nursing assistant training 2027: recruiting via the website.
Registered nurses and care professionals face the toughest competition. Your posting must show in seconds what sets you apart: roster, team, development opportunities.
Care assistants and support workers look above all for reliable working conditions. Clear statements on hours, catchment area and support from the qualified team are persuasive.
Care management candidates assess scope for action, team size and strategic involvement. Your posting must name responsibilities, resources and development prospects clearly.
People starting their care training look for substance. Mentoring, practical supervision, chances of permanent employment and an honest glimpse of daily work are the decisive content of a training advertisement.
People moving from other fields bring life experience and motivation. A posting for career changers explains what prerequisites are genuinely required and what support is offered at the start.
Flexible hour models appeal to returners, students and people with caring responsibilities. Anyone wanting to reach this audience needs a dedicated posting with concrete hour ranges and working times.
Job posting pages are not a miracle cure for the skills shortage. They increase visibility and lower application barriers, but they replace neither a credible employer culture nor active applicant management. We name the differences clearly so you have realistic expectations and deploy your recruiting budget where it has the most impact. The single biggest lever is described in our article on the quick application without a cover letter.
| Aspect | What job posting pages deliver | What they do not replace |
|---|---|---|
| Visibility | Make vacancies findable in Google Jobs and search engines | Guarantee of a specific number of applications |
| Application barrier | Mobile quick form instead of a complicated email application | Compensate for a lack of attractiveness as an employer in practice |
| Trust | Create a professional first impression | Make up for a lack of response after the application |
| Reach | Spread via sharing in messengers and social media | Replace active direct marketing or headhunting |
Response Time Is Just as Important as the Job Posting
No placement fee applies to direct hires through your job posting page. Let us talk about your open positions and the right path to fill them.
We clarify together which positions you want to fill, who you are targeting and which of your employer characteristics are most relevant for this audience. The result is a clear picture of the vacancies, their priorities and the most important messages.
We work with you to identify which benefits, working conditions, requirements and development opportunities belong in the posting. We rely on concrete, verifiable statements instead of generalities that applicants read everywhere and no longer believe anywhere.
We build the job posting page on your existing website or as part of a new care website. The quick application form, Schema.org markup and mobile optimisation are included from the outset.
The vacancy is linked to your local visibility, your Google Business Profile and, where applicable, your career page. Shares on social media and in messenger groups are supported by a clean link preview.
You can update positions independently or commission us through our maintenance and support service. Expired vacancies are correctly removed from the search index so outdated postings do not confuse applicants.
We clarify together which positions you want to fill, who you are targeting and which of your employer characteristics are most relevant for this audience. The result is a clear picture of the vacancies, their priorities and the most important messages.
We work with you to identify which benefits, working conditions, requirements and development opportunities belong in the posting. We rely on concrete, verifiable statements instead of generalities that applicants read everywhere and no longer believe anywhere.
We build the job posting page on your existing website or as part of a new care website. The quick application form, Schema.org markup and mobile optimisation are included from the outset.
The vacancy is linked to your local visibility, your Google Business Profile and, where applicable, your career page. Shares on social media and in messenger groups are supported by a clean link preview.
You can update positions independently or commission us through our maintenance and support service. Expired vacancies are correctly removed from the search index so outdated postings do not confuse applicants.
Application documents contain particularly sensitive personal data: CVs, references, sometimes health information. These must not be transmitted unencrypted or stored without clear access rules. We set up quick application forms so that transmission is encrypted, data reaches only authorized people in your organization and deletion periods are observed. How we handle applicant data and other sensitive data in care is described in detail on our page about data protection for care services.
The Barrierefreiheitsstärkungsgesetz (BFSG), Germany's accessibility strengthening act, is increasing pressure on organizations to make digital offerings accessible. For job posting pages in care, a further aspect applies: care professionals with their own impairments or older applicants need accessible forms, readable contrasts and a clear page structure. We implement accessibility in care as standard, not as an afterthought. This broadens the pool of applicants and simultaneously signals a respectful approach to people that fits well with the care sector.
Sufficient colour contrast and well-readable font sizes are not optional extras but BFSG requirements for many digital offerings. At the same time they improve the user experience for all applicants on every device.
Forms and buttons that are fully operable without a mouse help people with motor impairments and work reliably on touchscreens and older devices.
Headings that reflect the content and a logical sequence of information help screen readers and applicants who want to jump straight to the most important details.
Formulating job postings for care professionals in plain, easy-to-understand language lowers the barrier for people who do not speak German as a first language, which is increasingly relevant in care.
The draft shows structure and handling: facilities to switch through, admission set out in steps, a section on relatives and visiting hours. The flat-share in it is invented.
A draft for an assisted-living flat for intensive care: switchable facilities, admission shown as a process, and a tone that does without drama.
Illustrative layout drafts. The businesses shown are fictitious; these are not client projects.