The Austrian job market is sending a more sober signal than it was a year ago: In the second quarter of 2026, an average of 123,400 job vacancies were available. This is 7.3 percent less than in the first quarter and 16.6 percent less than in the second quarter of 2025. For job seekers, this does not necessarily mean more choice by chance. However, it also does not mean that good opportunities have disappeared.
What is crucial now is to search more precisely: expand relevant job titles, check regional differences, filter ads by recency, and tailor applications more strongly to the actual task. This article puts the new figures into perspective and shows how applicants can practically sharpen their job search in Austria.
The new figures on job vacancies at a glance
The survey by Statistics Austria for the second quarter of 2026 published on August 5, shows an average of 123,400 job vacancies. Compared to the previous quarter, the number fell by 9,700 vacancies, and compared to the second quarter of 2025, by 24,600 vacancies.
- Total job vacancies: 123,400 in the quarterly average
- Change compared with the first quarter of 2026: minus 7.3 percent
- Change compared with the second quarter of 2025: minus 16.6 percent
- Job vacancy rate: 2.9 percent
- Share of full-time positions: 78.4 percent
The job vacancy rate relates vacancies to the total number of filled and vacant positions. It was 3.1 percent in the first quarter and 3.4 percent a year earlier. The decline is therefore not only a result of the absolute number, but is also visible relative to the overall supply of jobs.
Why Statistik Austria and AMS show different figures
The same publication also states that the AMS had an average of 83,800 immediately available vacancies reported in the second quarter. In the first quarter it was 76,200, while in the second quarter of 2025 it was 89,600. At first glance the increase from the previous quarter does not seem to match the decline reported by Statistik Austria. However, the figures do not measure the same thing.
According to Statistik Austria's \"Methodology for Labour DemandIt surveys roughly 6,500 companies each quarter. Vacancies are recorded regardless of whether they were reported to the AMS. The AMS figure, by contrast, covers immediately available positions registered with the AMS. Reporting channels, definitions and timing differ.
For jobseekers, therefore, no single figure provides a complete map. The statistics show the general direction. Concrete opportunities, however, arise in a specific occupation, a region, a form of working hours and a realistic search radius.
Which sectors had the most vacancies
The survey classifies the vacancies into three broad areas. In the manufacturing sector there were 30,800 vacancies in the second quarter. In trade and services there were 69,700, and in the public and social sector 22,900. These groups are very broad: behind „Dienstleistungen“ are a range of activities from tourism to business-related services, and behind „Produktion“ occupations with very different qualification profiles.
Therefore it would be a mistake to automatically infer the best personal opportunity from the largest group. A smaller occupational group can offer better prospects for a suitably qualified person than a large field with heavy applicant competition. Anyone who wants to compare job prospects should use the AMS JobBarometer ergänzend nutzen. It analyzes online job advertisements and shows demand, skills and trends by occupational field and federal state.
The high share of full-time positions also requires careful interpretation. 78.4 percent show that full-time still accounts for the majority of vacancies. Therefore, anyone looking exclusively for part-time work should use additional terms such as „20 Stunden“, „30 Stunden“, „Teilzeit ab“, „Jobsharing“ or specific weekdays, and, if necessary, ask companies specifically about negotiable hours.
What the decline means for applicants
Fewer vacancies tend to increase competition. Companies may receive more suitable applications for some roles and run longer selection processes. Unclear resumes, generic cover letters or a profile without a recognizable target role then carry more weight.
But the decline does not mean that every industry, every federal state and every qualification level is equally affected. It also does not prove that companies are no longer looking for skilled workers. The current WIFO-Arbeitsmarktprognose beschreibt nach zwei Rezessionsjahren eine leichte Erholung für 2025 und ein stärkeres Beschäftigungswachstum im Frühjahr 2026, während die Zahl offener Stellen weiter zurückging. Beschäftigung und Stellenangebot können sich also zeitweise unterschiedlich entwickeln.
Praktisch heißt das: Nicht auf eine spektakuläre Trendwende warten. Bewerber sollten die Teile ihrer Suche verbessern, die sie selbst beeinflussen können: Zielprofil, Suchkanäle, Suchbegriffe, Aktualität, Belege und Nachfassroutine.
Three levels at which you should read labor market data
The first level is the overall market.The 123,400 open positions and the rate of 2.9 percent show that demand for labor has eased overall. This level helps with expectation management: a job search can take longer, and a suitable posting deserves a careful application. However, it still does not say whether accountants in Salzburg, electrical technicians in Upper Austria, or care workers in Styria are currently in demand.
The second level is the specific occupational field.Check several related job titles, in-demand skills, and regional differences in the JobBarometer. Pay attention to whether the trend comes from a single year or from multiple periods. A short-term decline can be seasonal; a multi-year development is more informative for further training and career changes.
The third level is your personal job market.This includes reachable locations, desired working hours, work experience, education, language skills, and salary range. For one week, count only postings that truly meet these conditions. This personal figure is often more valuable for your next decision than the national total.
Also do not uncritically compare quarterly data with a single month. Season, holidays, hiring cycles, and reporting dates can create spikes. The jobspot article "Summer on the job market erklärt, wie sich monatliche AMS-Zahlen für die eigene Jobsuche lesen lassen. Für die aktuelle Lage ist die Kombination sinnvoll: Quartalsdaten geben den Rahmen, Monatswerte zeigen die jüngere Bewegung, konkrete Anzeigen bestimmen Ihre Handlung.
The seven-day reset for a more precise job search
Day 1: Translate a target role into tasks
Don't just write down a job title. Note five tasks you actually want to take on in your next position, and three you'd like to avoid. From "Sachbearbeitung", for example, tasks could be order review, customer service, schedule coordination, complaint handling, and data maintenance. That way you'll recognize suitable job ads even if companies use different titles.
Day 2: Collect synonyms and related roles
Create a list of ten search terms. Combine German and commonly used English titles, area of expertise, and seniority level. For an assistant role these could be "Teamassistenz", "Office Management", "Projektassistenz", "Backoffice", "Operations Assistant" and "Coordination". Also check neighboring roles in which at least two-thirds of your experience can be applied.
Day 3: Realistically assess region and commuting radius
A radius in kilometers often tells you less in Austria than the actual travel time. Compare public transport, transfers, work start times and possible remote work days. The AMS-Tipps zur regionalen Jobsuche recommend a regular search routine and an intentional focus on regional opportunities. Define two zones: a comfortable daily radius and an extended radius for particularly suitable positions.
Day 4: Properly set up three search channels
Don't rely on just one portal. The AMS search „alle jobs” brings together job listings from the AMS network, company websites, public administration and other sources. Supplement with a specialized portal or an industry platform as well as direct careers pages of your target companies. Set up alerts for two to three precise search profiles.
Day 5: Build a list of 20 target companies
Don't choose companies based only on their reputation. Check locations, products, team size, working-time models, and recurring roles. Ten companies may currently have a suitable opening; monitor ten more. This makes your search less dependent on which listing a job portal happens to show first.
Day 6: Sharpen your application evidence
Assign a concrete piece of evidence to each important requirement: a result, a solved problem, an order of magnitude, or relevant training. Instead of "strong communication skills" use "weekly coordination with five branches and central resolution of outstanding delivery dates," which is understandable. You can find guidance on evaluating requirements in the jobspot guideReading job openings correctly.
Day 7: Measure results and tweak one parameter
Don't just count applications sent. Record the suitable job ads you found, applications, responses, interview invitations, and rejections. Then change exactly one variable: search term, radius, target role, resume opening, or selection of ads. Otherwise, after a week you won't know what actually helped.
Decision matrix: Where to start
| Observation | Likely bottleneck | Next logical step |
|---|---|---|
| Many matching ads | Selection and prioritization | Sort by fit, recency and desired tasks; work on the top five first. |
| Few matching ads | Title, radius or target market too narrow | Test synonyms, neighboring roles and a second region; compare JobBarometer by federal state. |
| Many applications, no interviews | Documents or incorrect job selection | Have your CV introduction, mandatory criteria, and concrete proof of performance checked. |
| Interviews, but no offers | Interview evidence, role fit, or conditions | Log answers, sharpen examples, and clarify critical expectations earlier. |
Anyone who rarely finds suitable job advertisements should not immediately send out more applications. First, the search scope must be broadened or made more realistic. Conversely, those who are frequently invited to interviews likely do not have a reach problem. In that case, the greater leverage lies in interview preparation, examples, or selecting suitable employers. The article Understanding job competition helps to compare professions and competitive pressure in a more nuanced way.
Different priorities apply to employees and the unemployed.
Who wants to switch from an existing job
A decline in vacancies suggests a controlled transition. Do not resign solely in expectation of a quick offer. Define minimum conditions for salary, commute, working hours and responsibilities, apply discreetly and allow sufficient time for longer selection processes. A slower market is no reason to accept every unsuitable position.
Those who are unemployed or need income quickly
Here a combination of speed and fit matters. Respond quickly to new, well-matching listings, keep agreed AMS appointments and expand the search step by step. A transitional role can make sense if it secures income and provides usable experience. However, it should not prevent the search for a sustainable target role from continuing.
Why indiscriminate applications are seldom the solution
When vacancies become scarcer, 'send more' feels intuitively right. However, applying for roles that clearly lack the must-have criteria wastes time that could be used for better matches. Use a simple traffic-light system:
- Green:Tasks fit, must-have criteria are largely met, reason for changing is plausible.
- Yellow:Core tasks fit, a learnable requirement is missing; consider applying with a learning plan.
- Red:Key qualification, work authorization, working hours or location do not match.
Put most of your energy into green listings, a smaller share into well‑justified yellow opportunities, and as little as possible into red matches. That won't guarantee more interview invitations, but each application will be better professionally substantiated.
Practical example: From 40 matches to five good applications
An experienced office worker initially searches only for 'Sachbearbeitung Wien' and gets 40 results. Many, however, relate to insurance claims, technical assignments, or full‑time jobs with long commutes. Rather than skimming all listings superficially, she adds the search terms 'Auftragsabwicklung', 'Teamassistenz' and 'Kundenservice Innendienst', sets a realistic public‑transport radius, and filters for postings from the last seven days.
After that, twelve generally suitable positions remain. She compares the recurring tasks, eliminates three roles due to incompatible working hours, and matches concrete pieces of evidence from her CV to the remaining listings. Five applications are prioritized. For each one she adjusts the profile introduction and gives an example of scheduling, handling customer queries, or data maintenance. She keeps an eye on the other four positions or clarifies an outstanding condition beforehand.
The benefit of this approach is not a guaranteed invitation. But the applicant can see whether the search field, the application documents, or the interview stage is the bottleneck. It's precisely this feedback loop that is missing when submitting a large number of unfocused applications.
FAQ on job openings in Austria 2026
Does the decline mean there is now a hiring freeze?
No. The figure shows an average decline, not a widespread hiring freeze. Companies continue to fill positions, and the situation varies by occupation, region, qualification, and timing.
Should I only apply to brand-new job postings?
New postings should be prioritized, because processes are often still open. An older posting can still be current if the deadline is active or the company is hiring multiple people. Check the publication date, application deadline, and the careers page.
How many applications per week are reasonable?
There is no universally valid number. More important is how many truly suitable positions are available and whether each application contains specific supporting evidence. Three strong applications can be more effective than fifteen random ones. Track your interview invitation rate and responses over several weeks.
Are unsolicited applications still worthwhile in a cooler market?
Yes, if they are targeted. Specify a concrete task or a clear problem that your profile addresses. A general blanket email with no relation to a role is unlikely to succeed.
When should I change my target role?
If, despite broad search terms and a realistic radius, few suitable postings appear over several weeks, consider neighboring roles. If postings are available but you’re not receiving invitations, first review your application materials and the types of jobs you’re applying to.
Conclusion: A cooler market demands a sharper search
The new figures on open vacancies in Austria 2026 show less demand than in the previous quarter and significantly less than a year ago. They provide an important framework, but they don't determine an individual person's prospects.
Start with a concrete step: Today translate your target role into five tasks and ten search terms. Then check region, timeliness and occupational similarity. Those who structure their search measurably can more quickly identify which opportunities really fit, even in a cooler jobs market.
