To hire a medical assistant (MFA, Medizinische Fachangestellte) in Germany in 2026, do not wait for unsolicited applications: run ads on Instagram and Facebook, put pay and working hours in the ad, and let people apply in two minutes. The market has turned. In January 2022 there were only 75 unemployed MFAs per 100 open positions (369 in 2012), and over half of newly qualified MFAs leave the practice that trained them. To win one, reach her where she is every day, and approach her faster and more honestly than the practice next door. As of October 2026.
Hiring an MFA in Germany: the numbers
"MFA" has been the official title since 2006 (formerly Arzthelferin). It is one of the most popular apprenticeships for young women, and still practices lack staff. The most solid figures come from the Deutsches Ärzteblatt and are older. We found no newer national data on the MFA labour market.
- Many train, few stay. In 2021 about 407,000 MFAs were in employment subject to social insurance and 17,150 new training contracts were signed. According to the German Federal Institute for Vocational Education and Training (BIBB), 16,680 new contracts were signed by 30 September 2025, up from 15,432 a year earlier. Even so, over 50 % of respondents left the training practice after qualifying (Zi survey 2021, 5,300 practices).
- The labour market tipped. In January 2022 there were 75 unemployed MFAs per 100 open positions, ten years earlier 369.
- Frustration is high. 46 % of MFAs considered leaving the profession several times in the 12 months before February 2022 (VmF survey, 3,900 respondents). 15 % of practices cut services because of staff shortages.
- Pay is the lever. The Ärzteblatt reported an average of about €2,500 in 2021 and €2,088 at career start, compared with about €3,200 for elderly care specialists. If you pay better, or follow the collective agreement (TV-MFA), say so in the ad.
What this means for you: a job board ad reaches only MFAs who are actively searching. Many others would switch but do not search because they have no time. Source: Deutsches Ärzteblatt, shortage of MFAs in private practices.
Where your target group is: medical assistants in the feed
MFAs work in small teams, often part time, with hardly any break to browse job sites at work. In the evening they are on the same networks as everyone else: according to the Federal Statistical Office, 59 % of 16 to 74 year olds in Germany used social media privately in 2025. Instagram is used mostly by people under 30, with a third of users aged 30 to 49 (Statista). Facebook is slowly declining, with 31 % of respondents using it weekly. These are population figures, not MFA data, so test both platforms.
| Route | Strength for practices | Limit |
|---|---|---|
| Practice website and job board | reaches active job seekers, cheap | few visitors, employed MFAs do not see the ad |
| Team referral | high fit | limited reach, depends on a few people |
| young MFAs, trainees, behind-the-scenes content | needs good visuals and time | |
| regional groups, staff share ads | older audience, lead quality varies |
For job ads Meta requires the "Employment" ad category in many countries. Targeting by age, gender and postal code is then limited, so check the current state in Ads Manager. Your ad copy and image therefore decide who responds. If you also hire trainees, read our post on apprentice recruiting.
The ad: a sample for a practice
Before applying, MFAs want to know the working hours, the pay and the team. The following sample is invented and meant only as a template:
MFA (m/f/d) for our GP practice in Hamburg-Eimsbüttel, 30 hours, Monday to Thursday. No weekends, pay from €3,100 gross for 30 hours plus a training budget. Small team of six colleagues, modern practice software. Apply in two minutes via WhatsApp, no CV needed. Reply within 24 hours.
The ad names weekdays, hours and pay, because those are the reasons MFAs switch. Only promise what you can keep. Tips: a real team photo instead of stock, one sentence on the practice (specialty, size), exactly one button, and two or three copy variants to test.
Pre-screening: five questions for every applicant
A practice rarely has time to call ten applicants one by one. The key questions can be answered up front via WhatsApp, phone or web, right after the application.
- Training: Are you a qualified MFA, with which certificate?
- Experience: Where did you last work, front desk, billing or assisting?
- Hours: Full or part time, which days?
- Location: How long is your commute to the practice?
- Start: From when, and what is your notice period?
Mind medical confidentiality and data protection: applicant data does not belong in private chats. Clarify consent and retention periods with your data protection officer in advance (this is not legal advice). Background is in our post on contacting candidates via WhatsApp.
Budget example: what does it cost?
The ad budget goes straight to Meta, and you decide the amount. With Sprad a 10 % fee is added, from a €1,000 budget that can be split across roles. We recommend three months and state no minimum term.
| Example | Ad spend | Fee 10 % | Total |
|---|---|---|---|
| One practice, one role | €1,000 | €100 | €1,100 |
| One practice, two roles (MFA, trainee) | €2,000 | €200 | €2,200 |
| Medical centre or group with three sites | €4,500 | €450 | €4,950 |
To play it through, an assumption, not a forecast: if an application costs €40, €1,000 yields about 25 applications. If four in ten meet your must-haves, that is 10 conversations. As an outside reference, the Boostpoint Benchmark 2026 reports a US median of $13.88 per applicant (891 campaigns), with higher costs for healthcare roles. There is no guarantee of applications or hires.
Cities: Berlin, Hamburg, Munich, Cologne and rural areas
- Berlin and Hamburg: many practices in a small area. Put pay, hours and team in the first two lines.
- Munich: living costs are the issue. If you offer commuting or housing support, say so.
- Cologne: short distances between practices, a fast reply decides.
- Rural practice: use a wide radius and mention parking and access. The radius rule of the Employment category usually helps you here.
Keeping staff: the work starts after you find them
- Plan the first weeks: one fixed contact, an induction plan, a clear rota.
- Show development: training and responsibility, such as billing or patient coordination, are a reason to stay.
- Stay in touch: someone who does not fit today may fit later. When every applicant lands in your own talent pool, the next absence gives you names. For more on your sector, see healthcare recruiting.
How Sprad solves it
Sprad Social Recruiting runs job ads on Instagram and Facebook, where nurses, tradespeople, drivers and other frontline workers spend time every day. An AI talent agent pre-screens every applicant via WhatsApp, phone or web. Every applicant lands in the employer's own talent pool, so the relationships stay with the employer instead of a platform. Pricing is ad spend plus 10 %, from a €1,000 budget that can be split across roles. Google and TikTok are coming. Details are on the Sprad Social Recruiting page.
FAQ
How do I find an MFA when the market is empty?
Reach people who are not actively searching. Instagram and Facebook ads show your role to MFAs working in another practice, and applying without a CV makes switching easy.
What belongs in an MFA job ad?
Working hours with days and hours, pay, practice size and specialty, an application route that takes two minutes and a fixed reply time. Those are the questions MFAs have before applying.
What does social media recruiting cost for a practice?
You set the ad budget. Sprad adds 10 %, from a €1,000 budget that can be split across roles. We recommend three months.
Why do MFAs leave their practice?
Surveys reported in the Ärzteblatt point to pay, workload and a lack of appreciation. Over 50 % left their training practice after qualifying (Zi survey 2021).
May I message applicants on WhatsApp?
Yes, if they consented or contacted you first and you have settled data protection and retention. Ask your data protection officer, and keep medical confidentiality in mind.
Is there a guarantee of applications?
No. Budget recommendations are guides, and applications depend on region, ad, pay and competition.
Jürgen Ulbrich
Jürgen Ulbrich has more than a decade of experience in developing and leading high-performing teams and companies. As an expert in employee referral programs as well as feedback and performance processes, Jürgen has helped over 100 organizations optimize their talent acquisition and development strategies.
