Build meaningful partnerships in America's senior-care workforce. Choose the business model that matches your network, geography, experience and commitment — connecting U.S. sponsor employers or qualified international caregiver applicants.
The best recruiter is not simply someone who knows applicants or employers. Newland looks for experienced partners who understand the program, represent it accurately, maintain strong relationships and commit to responsible long-term coordination.
For professionals with trusted relationships among U.S. home-care owners, nursing-home executives, assisted-living operators, healthcare HR directors and senior-care decision-makers.
For overseas recruitment agencies and qualified local agents who can identify, educate and pre-screen prospective caregivers in their countries and support responsible candidate coordination.
A Sponsor Recruiter is a trusted connector between Newland Group and eligible U.S. senior-care employers. This role is built on meaningful relationships, industry knowledge and professional follow-through — not mass applicant sourcing.
Direct, credible access to owners, leadership or HR decision-makers in U.S. senior care.
Explain sponsorship responsibilities, lawful PERM requirements, realistic immigration time frames and long-term workforce planning.
Build confidence through accurate follow-up; never promise approvals, worker arrival dates or guaranteed financial outcomes.
Maintain employer engagement after introduction, with agreed account ownership and communication rules.
Operate within applicable country laws and any required local recruiting agency licenses or authorizations.
Determine whether candidates fit Entry-Level, Experienced Caregiver or CNA-related employer needs.
Explain that Newland's applicant-facing services are fee-based, provide only approved written disclosures and avoid unauthorized fee collection.
Coordinate referrals, professional resumes, interviews and appropriate status communication without handling confidential legal materials outside approved systems.
International Recruiters identify eligible people who are serious about caregiving, prepared for long-term immigration planning and willing to meet genuine U.S. sponsor requirements.
Partners may operate in Southeast Asia, Eastern Europe and other approved sourcing markets, subject to local legal requirements and Newland's country-specific recruitment decisions.
Understand the employer and applicant stages, legal responsibilities and realistic timelines before discussing the opportunity with others.
Review EB-3 Process ↗Review the senior-care sponsor value proposition, employer responsibilities and how Newland approaches workforce planning.
Sponsor Employers Guide ↗Learn caregiver categories, financial readiness, family considerations and responsible preliminary screening.
Applicant Readiness Guide ↗Understand separate stages for sponsor relationship development and international candidate sourcing.
View Workflow Examples ↗Newland's partner CRM is designed around role-specific access, relationship ownership, tracked activity and transparent transactions. U.S. Sponsor Recruiters and International Recruiters should never see one another's confidential records by default.
Current status: dashboard and transaction features are design previews. Verified partner sign-in, commission balances, actual financial transactions, private records and authenticated CRM permissions are not live on these public preview pages.
Recruiters represent Newland's values and long-term relationships. These are not interchangeable roles, and all terms depend on a reviewed written agreement.
Only after separate qualification, contracts and explicit written permission for each role. U.S. employer sponsorship development and overseas applicant recruitment have different legal, operational and privacy obligations.
Only an executed agreement defines eligibility, referral attribution, payment triggers, continuing payments, applicable reversals and reporting. Illustrative earnings are not guarantees; Newland will explain terms privately to suitable applicants.
Never without the necessary lawful authorization and a signed approved agreement. Employer-paid PERM recruiting and employer-side related legal costs must not be shifted to applicants. Source-country law can impose additional restrictions.
Not by default. Recruitment partners should see only explicitly authorized information necessary for their role. Sensitive family, identity, medical and legal files require authenticated restricted systems.
The current site supports partnership inquiries and design previews. Verified role-based sign-in, individual referral records and real commission/payment ledgers require further protected CRM implementation and validation.
Select the partnership that matches your geography and experience. Initial inquiries and detailed applications are separate from final approval and a signed recruiter agreement.