The Austrian job market is sending a more sober signal than a year ago: in the second quarter of 2026 there were on average 123,400 vacancies available. That is 7.3 percent fewer than in the first quarter and 16.6 percent fewer than in the second quarter of 2025. For jobseekers this hardly means more choice by chance. But it also does not mean that good opportunities have disappeared.
What matters now is searching more precisely: expand relevant job titles, check regional differences, filter adverts by recency, and tailor applications more to the actual role. This article puts the new figures into context and shows how applicants can practically refine their job search in Austria.
The new vacancy figures at a glance
Published on August 5,survey by Statistik Austria for the second quarter of 2026 shows an average of 123,400 vacancies. Compared with the previous quarter the number fell by 9,700 positions, and compared with the second quarter of 2025 by 24,600 positions.
- Total vacancies: 123,400 on quarterly average
- Change from the first quarter of 2026: minus 7.3 percent
- Change from the second quarter of 2025: minus 16.6 percent
- Vacancy rate: 2.9 percent
- Share of full-time positions: 78.4 percent
The vacancy rate relates vacancies to the total number of filled and vacant jobs. It was 3.1 percent in the first quarter and 3.4 percent a year earlier. The decline is therefore not only a consequence of the absolute number but also visible relative to the overall job supply.
Why Statistik Austria and AMS show different figures
The same publication also states that the AMS reported an average of 83,800 immediately available vacancies in the second quarter. It was 76,200 in the first quarter and 89,600 in the second quarter of 2025. At first glance the increase compared with the previous quarter does not seem to match the decline in Statistik Austria. However, the values do not measure the same thing.
According to Statistik Austria's Methodenbeschreibung zur Arbeitskräftenachfrage surveys around 6,500 companies quarterly. It records vacancies regardless of whether they were reported to the AMS. The AMS figure, by contrast, includes immediately available positions registered with the AMS. Reporting channels, definitions and timing differ.
For applicants, therefore, no single number is a complete map. The statistics show the general direction. Concrete opportunities arise in a specific profession, a region, a form of working time and a realistic search radius.
Which sectors had the most vacancies
The survey divides the supply into three large 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: 'services' covers a range of activities from tourism to business-related services, while 'production' includes occupations with very different qualification profiles.
Therefore it would be a mistake to automatically derive the best personal opportunity from the largest group. A smaller occupational group can offer better prospects for a suitably qualified person than a large area with heavy applicant competition. Those who want to compare job opportunities should use the AMS JobBarometer additionally. It evaluates online job ads and shows demand, skills and developments by occupational field and federal state.
The high share of full-time positions also needs careful interpretation. 78.4 percent shows that full-time still makes up the majority of vacancies. Those looking exclusively for part-time should therefore use additional terms such as '20 hours', '30 hours', 'part-time from', 'job-sharing' or specific weekdays and, if necessary, ask companies specifically about negotiable hours.
What the decline means for applicants
Fewer vacancies tend to increase competition. For some roles companies may receive more suitable applications and run selection processes longer. Unclear CVs, generic cover letters or a profile without a recognizable target role then carry more weight.
However, 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 describes after two recession years a slight recovery for 2025 and stronger employment growth in spring 2026, while the number of vacancies continued to decline. Employment and the vacancy supply can therefore sometimes develop differently.
In practice this means: don't wait for a spectacular turnaround. Applicants should improve the parts of their search they can influence themselves: target profile, search channels, search terms, recency, evidence and follow-up routine.
Three levels on which you should read labor market figures
The first level is the overall market.The 123,400 vacancies and the rate of 2.9 percent show that overall demand for labor has eased. This level helps with expectation planning: a search can take longer, and a suitable advert deserves a careful application. However, it does not yet say whether bookkeepers in Salzburg, electrical engineers in Upper Austria or care workers in Styria are currently being sought.
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 several 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 search market.This includes reachable locations, desired working hours, work experience, education, language skills and salary range. For one week count only ads that really meet these conditions. This personal number is often more valuable for the next decision than the national overall figure.
Also don't uncritically compare quarterly data with a single month. Season, holidays, hiring cycles and reporting dates can cause fluctuations. The jobspot article Sommer am Arbeitsmarkt explains how monthly AMS figures can be interpreted for your own job search. For the current situation the combination makes sense: quarterly data provide the framework, monthly values show the more recent movement, concrete adverts determine your action.
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 the next role, and three you want to avoid. From 'administrative role' for example can come order checking, customer inquiries, schedule coordination, complaint handling and data maintenance. This way you can recognize suitable ads even when companies use different titles.
Day 2: Collect synonyms and neighboring roles
Make a list of ten search terms. Combine German and common English titles, specialization and seniority level. For an assistant role these can be 'team assistant', 'office management', 'project assistant', 'back office', 'operations assistant' and 'coordination'. Also check neighboring roles in which at least two-thirds of your experience is applicable.
Day 3: Realistically check region and commuting radius
A radius in kilometers often says less in Austria than the actual travel time. Compare public transport, transfers, start times and possible home office days. The AMS-Tipps zur regionalen Jobsuche recommend a fixed search routine and a deliberate look at regional possibilities. Define two zones: a comfortable daily radius and an extended radius for particularly suitable positions.
Day 4: Set up three search channels cleanly
Don't use only one portal. The AMS search „alle jobs“ aggregates vacancies from the AMS environment, company sites, public administration and other sources. Add a specialized portal or industry platform as well as direct career pages of your target companies. Set notifications for two to three precise search profiles.
Day 5: Build a list of 20 target companies
Choose companies not only by reputation. Check locations, products, team size, working-time models and recurring roles. Ten companies may currently have a suitable position, ten more you monitor. This makes your search less dependent on which advert a portal shows first.
Day 6: Sharpen application evidence
Assign a concrete example to each important requirement: a result, a solved problem, a magnitude or a relevant qualification. Instead of 'strong communication skills' 'weekly coordination with five branches and central clarification of open delivery dates' is understandable. You can find guidance on assessing requirements in the jobspot guide Reading job postings properly.
Day 7: Measure results and change one variable
Don't just count applications sent. Document matching ads found, applications, responses, invitations and rejections. Then change exactly one variable: search term, radius, target role, CV opening or selection of ads. Otherwise you won't know after a week what actually helped.
Decision matrix: Where you should start first
| Observation | Probable bottleneck | Next sensible step |
|---|---|---|
| Many suitable ads | Selection and prioritization | Order by fit, recency and desired tasks; work on the top five first. |
| Hardly any suitable 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 wrong job selection | Have your CV opener, must-have criteria and concrete performance evidence checked. |
| Interviews, but no offers | Interview evidence, role fit or terms and conditions | Record answers, sharpen examples and clarify critical expectations earlier. |
If you find hardly any suitable ads, you should not immediately send more applications. First the search field needs to become larger or more realistic. If, on the other hand, you are often invited, you probably do not have a reach problem. Then the bigger leverage is in interview preparation, examples or selecting suitable employers. The article Stellenandrang verstehen helps to compare occupations and competitive pressure in a more differentiated way.
Employees and unemployed people have different priorities
Who wants to change from an existing job
A drop in vacancies argues for an orderly change. Do not resign solely in expectation of a quick offer. Define minimum conditions for salary, commute, working hours and tasks, apply discreetly and allow enough time for longer selection processes. A slower market is no reason to accept any unsuitable position.
Who is unemployed or needs income quickly
Here a combination of speed and fit counts. Process new, well-fitting ads quickly, keep agreed AMS appointments and expand the search step by step. A transitional role can make sense if it secures income and provides transferable experience. But it should not prevent the search for a sustainable target role from continuing.
Why random applications are rarely the solution
When vacancies become scarcer, 'send more' feels intuitively right. However, an application for roles whose must-have criteria are clearly missing consumes time that is needed for better matches. Use a simple traffic light:
- Green: Tasks fit, must-have criteria are largely met, reason for change is plausible.
- Yellow: Core tasks fit, one learnable requirement is missing; consider applying with a learning plan.
- Red: Central qualification, work authorization, working hours or location do not fit.
Put most of your energy into green positions, a smaller part into well-justified yellow opportunities and as little as possible into red matches. This does not guarantee an increase in invitations, but each application will be better substantiated professionally.
Case study: From 40 hits to five good applications
An experienced office worker initially searches only for 'administrative role Vienna' and receives 40 results. Many, however, concern insurance claims, technical orders or full-time positions with long commutes. Instead of processing all ads superficially, she adds search terms 'order processing', 'team assistant' and 'customer service internal sales', sets a realistic public transport radius and filters for postings from the last seven days.
After that twelve fundamentally suitable positions remain. She compares the recurring tasks, removes three roles because of unsuitable working hours and assigns concrete evidence from her CV to the remaining adverts. Five applications are given priority. For each she adapts the profile opener and names an example for schedule coordination, customer clarification or data maintenance. She monitors the remaining four positions or clarifies one open condition in advance.
The benefit of this approach does not lie in a guaranteed invitation. However, the applicant can recognize whether the bottleneck is the search field, documents or the interview phase. It is precisely this learning loop that is missing with a large number of untargeted applications.
FAQ on vacancies in Austria 2026
Does the decline mean there is now a hiring freeze?
No. The number shows a decline on average, not a nationwide hiring freeze. Companies continue to fill positions, and the situation varies by occupation, region, qualification and timing.
Should I apply only to brand-new adverts?
New adverts deserve priority because processes are often still open. An older advert can still be current if the deadline is running or the company is looking for several people. Check the publication date, application deadline and career page.
How many applications per week are reasonable?
There is no universal number. More important is how many truly suitable positions are available and whether each application contains concrete evidence. Three strong applications can be more sensible than fifteen arbitrary ones. Measure invitation rate and responses over several weeks.
Are speculative applications still sensible in a cooler market?
Yes, if they are targeted. Name a concrete task or a plausible problem to which your profile fits. A general roundmail without role reference has little chance of success.
When should I change my target role?
If despite broad search terms and a realistic radius hardly any suitable ads appear over several weeks, check neighboring roles. If ads remain but invitations don't come, documents and job selection should be checked first.
Conclusion: A cooler market requires a sharper search
The new figures on offenen Stellen in Österreich 2026 show less demand than in the previous quarter and significantly less than a year ago. They provide an important framework, but do not decide the chances of an individual.
Start with a concrete step: today translate your target role into five tasks and ten search terms. Then check region, recency and occupational proximity. Those who structure their search measurably can also more quickly see which opportunities really fit in a cooler job market.
