Groworx Careforce · the partnership
Stop filling rosters one hire at a time. Build a careforce that lasts.
Highly trained Filipino career carers who stay for life — recruited, trained and settled by us, end to end. A three-year guarantee, with $0 upfront.
98% still in role at three years — the proof behind the guarantee.
Operators already building a careforce — hear it in their words
The benefits
Six reasons operators move to a partnership.
Residents who are known, not just covered
Career carers, not a revolving door. Cert III–trained on your clinical protocols, so residents see the same trusted faces year after year.
Stop rebuilding your roster every year
Retention is the outcome. 98% are still in role at three years, and many build their whole career with you — the same trained team season after season, not a roster you rebuild every year.
Fill your roster with none of the legwork
One all-in price, no agency premiums. We manage the whole pipeline — recruitment, training, visas, accommodation and settlement — so your team doesn’t.
Higher performance and morale, built in
A stable roster lifts everyone. Lower burnout, stronger morale and better outcomes across the floor — a high-performing team, with none of the effort on you.
Reclaim the budget that turnover eats
Most providers churn 28–30% of their workforce a year, then pay to attract, onboard and train the replacements — again and again. At 98% retention, that operational burden and its cost largely disappear.
Hit your care minutes, lower your risk
A stable, qualified workforce helps you meet mandatory care minutes and registered-nurse minute targets, lowers regulatory and operational risk, and strengthens the long-term sustainability of your service.
Why Filipino carers
Care is a first language, not a career pivot.
In the Philippines, caring for a lola — a grandmother — is a childhood expectation. Respect for elders is woven through the culture, not taught on an induction day.
“She has been pouring tea for her lola since she was nine.”
By the time she joins our Manila campus she has been doing it for fifteen years. We add the Cert III in ageing and disability and the clinical training for high-needs care. The half-teaspoon of sugar — the way her lola takes her tea — was always there. That is the difference between someone who fills a shift and someone who stays.
Why the world keeps choosing the Philippines
English-first care
The Philippines ranks first for English of any care workforce, and clinical training is delivered in English — so there’s no language gap at the bedside.
The world’s first choice
Germany, Japan, the UK, the US and the Gulf all recruit Filipino carers — 2.19 million worked abroad in 2024. The most in-demand care workforce on earth, chosen for good reason.
Aligned with Australia
A Western-oriented, strongly Christian culture whose values map naturally onto Australian care — and the way we look after our elders.
Everyone in the sector feels why Filipino carers are different. These are the reasons it’s true — language, demand and cultural fit, met together in a way no other source country matches. It’s why they’re number one in the world for care.
What we handle
Everything between the first call and twelve months in role.
You keep final hire approval. We carry the rest — end to end.
Book a partnership conversation- 01Recruitment & compliance.Sourcing, qualification, health and background checks — you keep final hire approval.
- 02Certificate III training.16 weeks full-time at our Manila campus with an Australian RTO.
- 03Visa pathway administration.Documentation and lodgement, coordinated end to end.
- 04Accommodation & landing.Travel and accommodation coordinated before the first shift.
- 0512-month settlement & monitoring.A dedicated global service desk for the first year in role.
- 06Custom onboarding.Your clinical protocols, trained offshore before they fly.
In-person community management. A dedicated Groworx community manager on the ground in Australia, supporting your cohort’s settlement, wellbeing and retention beyond the service desk — the model offered in our enterprise proposals. Available as an add-on, sized to your deployment.
Flexible deployment
After your first six, the roster is yours to shape.
Start with an initial deployment of six. From there you have complete flexibility — scale in cohorts sized to your roster, stagger across sites, and ramp quarter by quarter rather than scrambling per vacancy.
Cohorts on your cadence
Bring people on in groups sized to demand — not one vacancy at a time.
Across every site
Deploy and stagger across multiple facilities under one agreement.
Ramp quarter by quarter
Accelerate or hold to match your roster plan and funding cycle.
A mix of roles
Not just personal care — build the team your service actually needs.
Personal Care Workers · Home & Community Carers · Disability Support Workers · Enrolled Nurses · Registered Nurses (AHPRA pathway)
Accommodation
Accommodation isn’t a burden — it’s the part we make easy.
It’s the first question every provider asks — where will they live? The answer is smaller than you’d expect: our careworkers prefer to share, so a single three-bedroom home comfortably houses six — and it’s set up once, not per arrival.
share one three-bedroom home
ongoing cost to you
reused every cohort
- 01A cohort shares — by choice.Filipino careworkers prefer to live together — it’s cultural, not a compromise. Six are comfortable in a three-bedroom house, so your accommodation footprint stays small no matter how large the deployment.
- 02We help you find it.We help source suitable housing near your service and have it ready before anyone arrives — so no worker lands without a home, and you’re not navigating the rental market on your own.
- 03Worker-paid, provider-managed.Rent comes out of the worker’s pay, the same way their fee does. You hold and manage the tenancy — so you keep control and it stays cost-neutral to your service.
The shift: accommodation stops being a recurring cost and a recurring headache, and becomes a small, self-funding footprint — however many you bring.
How it works
As little as 90 days to your first workers.
The process isn’t a queue — it runs in parallel. Recruitment, training and the visa pathway happen at the same time, so how fast you see carers depends on where your cohort is in training. For those near graduation it’s largely a visa process — and the clock starts the day you join as a provider partner.
graduation-ready carers
full training, only if needed
Once you commit, these run at the same time — not one after another
Carers near or past graduation skip the training bar entirely — straight to visa and deploy.
The offer · closes 30 June 2026
The lowest-cost way to acquire and keep carers — for a strictly limited time.
Four numbers carry this partnership — each one a contracted obligation, not a marketing claim. The introductory price closes 30 June 2026.
per worker, all-in
standard $18,900
Cert III training
CHC33021, Australian RTO
to first shift
from visa approval, contracted
guaranteed in role
98% retention benchmark
What’s in the $6,900
- 01Recruitment & compliance — you keep final hire approval
- 02Certificate III training — 14–16 weeks, full-time, Manila campus
- 03Visa process administration — documentation & lodgement
- 0412 months support & monitoring — dedicated service desk
- 05Custom provider onboarding — your protocols, no extra cost
- 06CALD & pre-departure training — cultural + Australian prep
Priced for cash flow
You save
$12,000
per worker
Across 20
$240,000
saved
$0 upfront. A cohort of 20 is $138,000 total, billed $23,000 / month for six months, interest-free — cash flow that matches deployment.
Not included
Migration agent fees, government and DOHA visa costs, travel and airfare, accommodation, medicals, IELTS, and vaccinations. Groworx Migration Services required.
Minimum 20 personal care workers per partnership; initial deployment minimum 6. Introductory price valid to 30 June 2026, then standard pricing applies.
The risk sits with us
You don’t carry the downside.
3-year replacement guarantee
Any worker who leaves, for any reason, is replaced at no cost. No questions asked, for three full years.
$0 upfront, paid over 6 months
Interest-free terms that follow the workers, not the other way around.
Why now
direct-care workers short by 2030.
The shortage is structural, not cyclical. Secure capacity now and your workers land in 2027–28. Everyone else bids against you later, at a higher price.
A real deadline, stated as a fact
Introductory pricing holds until 30 June 2026. After that, standard pricing of $18,900 per worker applies.
Reserve your introductory priceProvider stories
In their words, not ours.
Real operators and the national media on what an international careforce has done for their services.
“Start it now. The shortages are going to continue.”
Errol Curran — Bushland Health Group · runs 30 international workers, scaling to 150 over a three-year programme.
“Are agency staff cost effective? Absolutely not.”
ABC 7.30 Report — Gilgandra · national coverage of Filipino careworkers in regional Australia.
“Without these people from the Philippines, we would not be operating.”
Allawah Lodge, Coolamon — WIN News · reopened a wing that had been closed.
“You’d be mad, really, if you didn’t get into this program.”
Wendy Rocks — Lutheran Aged Care, Albury · 40 years in the sector.
“110,000 workers short — and this is how a region answers it.”
NBN News — Hunter Region · Northern Coalfields Community Care.
Spotlights produced by Groworx; news segments as broadcast. Provider names shown with permission.
Questions a CFO asks
Before you take it to the board.
What if a worker leaves?+
They’re replaced at no cost, no questions asked, for three years from deployment — whatever the reason. The replacement guarantee is written into the agreement.
What’s the minimum we commit to?+
A partnership is a minimum of 20 personal care workers, with an initial deployment minimum of 6. After the first six you have complete flexibility on cohort size and cadence.
What does the $6,900 cover — and what doesn’t it?+
It covers recruitment and compliance, the full Cert III training, visa process administration, 12 months of support and monitoring, custom onboarding on your protocols, and CALD and pre-departure training. It does not cover migration agent fees, government and DOHA visa costs, travel, accommodation, medicals, IELTS, or vaccinations. Groworx Migration Services is required.
Do you handle visas and accommodation?+
We administer the visa pathway end to end and coordinate travel and accommodation so workers land ready to start. The government, visa and accommodation costs themselves are passed through at cost, not built into the placement fee.
Can we get nurses, not just personal care workers?+
Yes. Beyond personal care workers we deploy home and community carers, disability support workers, enrolled nurses and registered nurses on the AHPRA pathway. The partnership minimum is built on personal care workers; the role mix is yours to shape.
How does payment work?+
$0 upfront. The total is billed over six months, interest-free. A cohort of 20 is $138,000 total, at $23,000 per month for six months.
How long does the introductory price last?+
It holds until 30 June 2026. After that, standard pricing of $18,900 per worker applies.
Reserve your introductory price
Build a careforce that lasts.
Book a partnership conversation. We’ll size a cohort to your roster and lock the introductory price before 30 June 2026.
per worker, all-in
upfront
guaranteed