Nursing Assistant Jobs In USA For Foreigners With Visa Sponsorship

   The United States healthcare system is facing a historic staffing crisis. With an aging population and a shortage of domestic workers, the demand for support staff—specifically Certified Nursing Assistants (CNAs)—has never been higher. For foreign nationals, this presents a life-changing opportunity.

Contrary to popular belief, you do not need to be a fully licensed Registered Nurse (RN) to obtain a U.S. work visa. Through specific immigration pathways like the EB-3 “Other Worker” Visa, U.S. employers are increasingly sponsoring foreign nationals for nursing assistant roles, offering a direct path to Permanent Residency (Green Card).

This comprehensive, 3000-word guide is the only resource you will ever need. We will dismantle the myths, explain the exact visa categories, list the agencies that actually recruit international CNAs (and expose the ones that don’t), and provide a step-by-step roadmap to starting your American healthcare career in 2025.

1. The Landscape: Why U.S. Employers are Hiring Foreign CNAs

In 2025, the role of a Certified Nursing Assistant (CNA) is the backbone of the American long-term care industry. CNAs assist patients with daily activities (bathing, dressing, eating) in nursing homes, hospitals, and rehabilitation centers.

The Supply and Demand Gap

The U.S. Bureau of Labor Statistics projects thousands of openings for nursing assistants annually. However, high turnover rates among domestic workers have forced major healthcare networks to look abroad.

• The Opportunity: Employers are willing to pay thousands of dollars in legal fees to sponsor a reliable foreign worker because the cost of not having staff (bed closures, regulatory fines) is far higher.

• The Pay: The average salary for a CNA in 2025 hovers between $35,000 and $45,000 USD per year, with opportunities for overtime. In high-cost states like California or New York, hourly wages can exceed $25/hour.

Who Is Eligible?

You generally fit into one of two categories:

1. The True Entry-Level Candidate: You have no medical background but are willing to learn and work in a caregiving role.

2. The Foreign-Educated Nurse: You are a nurse in your home country (e.g., Philippines, Nigeria, Jamaica, Ghana) but haven’t passed the NCLEX-RN yet. You are willing to work as a CNA first to enter the U.S. faster.

2. Visa Pathways: EB-3 vs. H-2B

Understanding the visa types is critical. Most people confuse these. Here is the definitive breakdown of how a foreigner gets a CNA job.

Option A: The EB-3 “Other Worker” Visa (The Gold Standard)

This is the most common route for nursing assistants. The EB-3 (Employment-Based Third Preference) has a subcategory for “Unskilled Workers” (requiring less than 2 years of training).

• Status: Permanent Resident (Green Card).

• Duration: Indefinite. You arrive in the U.S. with a Green Card.

• Family: Your spouse and unmarried children under 21 can come with you and also receive Green Cards.

• The Process:

  1. Labor Certification (PERM): The employer must prove to the U.S. Department of Labor (DOL) that there are no qualified U.S. workers available for the job.

  2. Form I-140: The employer petitions for you.

  3. Consular Processing: You interview at the U.S. embassy in your home country.

Warning: The “Priority Date” backlog for EB-3 Unskilled visas can be long (2–4 years depending on your country of birth). However, because it leads to a Green Card, it is worth the wait.

Option B: The H-2B Temporary Non-Agricultural Visa

This visa is for temporary or seasonal needs.

• Status: Temporary Work Visa (Non-immigrant).

• Duration: Usually 1 year, extendable up to 3 years.

• Use Case: Some seasonal resorts or specialized care facilities use this, but it is rare for standard nursing home jobs because patient care is a permanent, year-round need.

• Reality Check: If an agency promises you an H-2B visa for a permanent nursing home job, be cautious. It may not be a legitimate offer.

Why Not H-1B?

The H-1B visa is for “Specialty Occupations” requiring a Bachelor’s degree. The U.S. Citizenship and Immigration Services (USCIS) generally does not consider the CNA role to be a “specialty occupation,” so H-1B is almost never used for nursing assistants.

3. The “Foreign RN” Shortcut: Using CNA as a Foot in the Door

This is the most successful strategy for many international applicants.

If you are a Registered Nurse in your home country but have struggled to pass the NCLEX-RN or the English exams required for the RN visa (EB-3 Professional), applying as a CNA is a strategic pivot.

The “Step-Down” Strategy

1. Apply for CNA roles: Your nursing degree makes you “overqualified” in a good way—employers know you have the clinical skills to be an amazing Nursing Assistant.

2. Secure EB-3 Unskilled Sponsorship: Enter the U.S. as a CNA.

3. Study for NCLEX in the USA: Once you are in the U.S. earning dollars, you have access to better study materials and testing centers.

4. Upgrade Your Status: After fulfilling your CNA contract (usually 2-3 years), you can pass the NCLEX, get your U.S. RN license, and your employer can adjust your role to Registered Nurse, doubling your salary.

Agencies like MedPro International specifically cater to this demographic, offering a “CNA to RN” pathway.

4. Step-by-Step Guide to Getting Hired & Sponsored

Do not apply blindly on Indeed or LinkedIn. Most standard job postings are for domestic workers and will reject you immediately if you lack a U.S. work permit. You must follow this specific funnel.

Phase 1: Preparation (Months 1-2)

• Polish Your Resume: Highlight “Compassionate Care,” “Vitals Monitoring,” “Patient Hygiene,” and “Medical Record Documentation.” If you have a nursing degree, list it prominently.

• English Proficiency: Even if you speak English, take the IELTS Academic or TOEFL. Most reputable sponsors require it to ensure you can communicate with patients. Aim for an IELTS Band 6.0 or higher.

• Gather References: Get written letters of recommendation from previous healthcare supervisors.

Phase 2: Targeted Application (Months 3-6)

• Identify Sponsors: Use the list of agencies in Section 5. Do not waste time applying to local nursing homes directly unless they have a dedicated “International Recruitment” page on their website.

• The Interview: This will be virtual (Zoom/Teams).

  • Tip: Emphasize reliability and long-term commitment. Sponsors fear workers who leave immediately after getting a Green Card. Assure them you intend to stay for the full contract.

Phase 3: Immigration (Months 6-24+)

• Sign the Offer Letter: Ensure it clearly states “EB-3 Sponsorship” or “Green Card Sponsorship.”

• The Wait: The employer files the PERM. You do nothing but wait.

• Visa Interview: Once your Priority Date is current, you will go to the U.S. Embassy. You must prove you are admissible (no criminal record, medical clearance).

Phase 4: Arrival & Training (Month 25+)

• Relocation: Your agency usually flies you to the U.S.

• State Certification: You cannot work as a CNA until you are certified in the specific U.S. state where you will work.

  • Crucial Detail: Most international recruits spend their first 2-4 weeks in the U.S. in a “boot camp” taking the state CNA class and passing the clinical exam. Your employer usually pays for this.

5. Top Recruitment Agencies for International CNAs

Finding the right agency is 90% of the battle. Here is a vetted list of who is hiring.

1. MedPro International (Highly Recommended)

MedPro is a market leader. They have a specific program called “CNA to RN Pathway.”

• Who they hire: Foreign-educated nurses who haven’t passed NCLEX yet.

• What they offer: They sponsor the EB-3 visa, bring you to Florida for orientation/training (MedProU®), pay for your housing during training, and then place you in a facility.

• Pros: They handle everything—licensing, credentialing, and immigration.

• Cons: You must sign a contract committing to work for them for a set period (usually 3 years).

2. Mercan Group

A major international recruitment firm with a strong presence in the Middle East and Asia.

• Program: They frequently recruit “Unskilled” workers for U.S. healthcare facilities under the EB-3 program.

• Specialty: They have large volume contracts with nursing home chains.

3. Global Express Recruiting

They specialize in the EB-3 Unskilled category.

• Focus: They connect foreign nationals (with or without degrees) to employers willing to sponsor for entry-level roles, including caregivers and CNAs.

4. WorldWide HealthStaff Solutions

While they focus heavily on RNs, they also handle “Direct Hire” recruitment for other healthcare roles depending on client needs.

• Model: Unlike staffing agencies that “own” your contract, they often recruit directly for the hospital/nursing home. This means you are an employee of the facility, not the agency.

Who NOT to Apply To (Save Your Time)

• Interstaff: They are a fantastic agency, but their website explicitly states: “We do not hire CNAs, Healthcare Assistants, Lab Techs… or any other professionals within the medical field. Our program is only for Registered Nurses.” Do not apply here unless you have passed the NCLEX.

• Travel Nurse Agencies (e.g., Aya, AMN): These agencies recruit domestic workers for short-term contracts. They generally do not sponsor initial visas for foreigners.

6. Certification & Training: The “Clinical” Reality

A common question is: “Can I get my CNA license online from my home country?”

The definitive answer is NO.

Why You Can’t Certify Remotely

U.S. federal law (OBRA ’87) requires CNA training to include a minimum number of clinical hours (hands-on practice with real patients) under the supervision of a U.S. RN.

• You cannot simulate this via Zoom in Nigeria or the Philippines.

• You must be physically present in the state to take the State Competency Exam (skills test).

The “Sponsorship Model” Solution

Because you cannot get certified before you arrive, the sponsorship model works like this:

1. Conditional Offer: You are hired based on your potential/foreign experience.

2. Visa Approval: You get the visa based on the future job.

3. Arrival: You arrive in the U.S.

4. The “Gap” Month: The employer enrolls you in a fast-track CNA course (2-4 weeks) immediately upon arrival.

5. Certification: You pass the state exam.

6. Start Work: You begin your official duties.

Note: During the training period, many agencies will pay you a stipend or cover your housing, but you might not receive your full salary until you pass the exam.

7. Salary & Cost of Living: Best States for Foreign CNAs

When choosing a sponsor, geography matters. A $20/hour job in rural Texas goes much further than a $25/hour job in New York City.

The Financial Breakdown (2025 Estimates)

State	Avg. CNA Hourly Wage	Cost of Living Index	Foreigner Friendly?
North Dakota	$20.45	Low	High (Aggressive recruitment)
Florida	$18.42	Medium	High (Many agencies based here)
Texas	$17.79	Low/Medium	High (Huge medical centers)
California	$23.46	Very High	Medium (High pay, but very expensive rent)
New York	$22.85	Very High	High (Diverse immigrant communities)

Top Recommendation: The Midwest & The South

States like North Dakota, Iowa, and Tennessee are aggressively hiring foreign workers because domestic migration to these states is low.

• Why choose them? Rent is cheap ($600-$900/month). You can save a significant portion of your paycheck.

• Reciprocity: These states often have faster processing times for international document verification compared to California or New York.

8. The Document Checklist: What You Need Now

If an agency called you today, would you be ready? Start gathering these documents immediately. They must be translated into English.

1. Valid Passport: Must have at least 6 months validity remaining.

2. Birth Certificate: Long-form, government-issued.

3. Police Clearance Certificate: From every country you have lived in for more than 6 months since age 16. This is crucial for the visa interview.

4. High School Diploma: Required to prove you meet the “Unskilled” visa education requirement.

5. Nursing Credentials (if applicable): Transcripts, diploma, and home-country license.

6. Passport Photos: U.S. visa style (2×2 inches, white background).

7. Resume (CV): U.S. format (no photo on the resume, no marital status, no religion).

9. Frequently Asked Questions (FAQs)

Q1: Do I need a “VisaScreen” certificate for a CNA job?

Answer: Generally, no. The “VisaScreen” (Section 343) requirement is mandatory for specific healthcare professions like RNs, PTs, and OTs. Nursing Assistants are typically exempt from this federal requirement unless they are entering under a visa that specifically flags them as a “healthcare worker” requiring it. However, your employer may still ask for a credential evaluation (like CGFNS CES) to verify your education, but the full VisaScreen is usually reserved for the RN level. Always check with your immigration lawyer as specific cases vary.

Q2: Can I bring my family?

Answer: Yes, if you come on an EB-3 Visa. Your spouse and unmarried children under 21 are “derivative beneficiaries.” They will also receive Green Cards and your spouse can work anywhere they want in the U.S. If you come on an H-2B, your family usually comes on an H-4 visa, which does not allow them to work.

Q3: How much does this cost me?

Answer:

• Employer Pays: Legal fees for the visa, labor certification costs, and usually your airfare.

• You Pay: Medical exam fees, embassy interview fees, and sometimes the cost of the credential evaluation (approx. $300-$500).

• WARNING: It is illegal for an employer to force you to pay for their legal recruitment costs. If an agency asks you for $5,000 upfront for a “job offer,” it is a scam.

Q4: Can I move to a different job later?

Answer: On an EB-3 Green Card, you are a permanent resident. However, you are ethically and contractually bound to work for the sponsoring employer for a “reasonable period” (usually defined in your contract as 2-3 years). Leaving too early can jeopardize your citizenship application later (naturalization) as it looks like you used the employer solely for the visa (visa fraud).

Q5: I am already in the U.S. on a Student Visa (F-1). Can I switch?

Answer: Yes. This is a common path. You can find an employer to sponsor your EB-3 while you are finishing your studies. You would then “Adjust Status” (Form I-485) without leaving the country.

10. Mastering the U.S. Format Resume for CNAs

For many international applicants, the resume (or CV) is the first stumbling block. The format used in Nigeria, India, or the Philippines often differs drastically from what U.S. recruiters expect. If your resume doesn’t look “American,” it may be discarded before a human even reads it.

The Golden Rules of a U.S. Healthcare Resume

1. No Personal Demographics: Remove your age, religion, marital status, number of children, state of origin, and photograph. In the U.S., hiring based on these factors is illegal, so including them makes HR uncomfortable.

2. Length: Keep it to 1–2 pages maximum.

3. Focus on Clinical Skills: Use a dedicated “Skills Section” near the top.

4. Quantify Your Experience: Don’t just say “Cared for patients.” Say “Provided daily ADL assistance for a ward of 15 geriatric patients.”

Anatomy of a Winning CNA Resume (Section by Section)

A. The Professional Summary

This is a 3-sentence “elevator pitch” at the very top.

• Bad Example: “Hardworking girl looking for job in America to support family.”

• Good Example: “Compassionate and dedicated caregiver with 4+ years of experience in acute and long-term care settings. Proven track record of providing high-quality patient support, vital signs monitoring, and rehabilitation assistance. Eager to leverage clinical expertise in a U.S. healthcare facility.”

B. Clinical Skills Checklist

Recruiters use software (ATS) to scan for keywords. Include a bulleted list like this:

• Vital Signs Monitoring (BP, Pulse, Temp)

• Infection Control & PPE Protocols

• Patient Transfers (Hoyer Lift, Gait Belt)

• ADLs (Bathing, Grooming, Feeding)

• Electronic Medical Records (EMR)

• Wound Care Assistance

C. Professional Experience

List your jobs in reverse chronological order (newest first).

• Format: Job Title | Hospital/Facility Name | City, Country | Dates

• Action Verbs: Start every bullet point with a strong verb: Administered, Monitored, Collaborated, Assisted, Documented.

11. Cracking the Interview: The STAR Method

Once you secure an interview with a sponsor like MedPro or Avant, you will face “Behavioral Interview Questions.” They don’t just want to know what you can do; they want to know how you react under pressure.

To answer these, you must use the STAR Method:

• Situation: Describe the context.

• Task: Explain what you had to do.

• Action: Detail the specific steps you took.

• Result: Share the positive outcome.

Common Interview Questions & How to Answer

Q1: “Tell me about a time you dealt with a difficult patient.”

• The Wrong Answer: “I just ignored them because they were rude.”

• The STAR Answer:

  • (S) “I had a patient with dementia who refused to eat and became aggressive.”

  • (T) “My task was to ensure he received nutrition without escalating his agitation.”

  • (A) “I remained calm, lowered my voice, and played his favorite music to soothe him. I then offered him finger foods instead of using a spoon, which gave him a sense of control.”

  • (R) “He calmed down and ate 80% of his meal. The family thanked me for my patience.”

Q2: “Why do you want to work in the USA?”

• The Wrong Answer: “Because the money is better.” (Even if it’s true, don’t lead with this).

• The Right Answer: “I admire the U.S. healthcare system’s focus on patient-centered care and advanced technology. I want to grow my career in an environment that prioritizes professional development and standardizes safety protocols.”

Q3: “How do you handle a conflict with a coworker?”

• Focus: Teamwork and communication. Never badmouth a previous colleague. Focus on how you resolved the issue professionally to ensure patient safety wasn’t compromised.

12. Credential Evaluation: CGFNS vs. WES

This is the most technical part of the process. To get your visa (especially if you are a nurse applying for a CNA role), U.S. immigration needs to know that your foreign education is equivalent to U.S. standards.

What is a Credential Evaluation?

It is a report created by an independent company that translates your foreign grades and degrees into the U.S. GPA system.

Which Service Should You Use?

1. CGFNS (Commission on Graduates of Foreign Nursing Schools):

   • Best for: Nurses (RNs) applying for Green Cards.

   • Why: Most State Boards of Nursing only accept CGFNS. If you plan to become an RN later, use CGFNS now so you don’t have to pay twice.

   • Service: “Credentials Evaluation Service (CES)” report.

2. WES (World Education Services):

   • Best for: General immigration or non-nursing degrees.

   • Why: It is faster than CGFNS, but many nursing boards do not accept it.

   • Advice: If you are a nurse, stick to CGFNS. If you are a generic caregiver with a high school diploma, check what your sponsoring agency requires.

The “VisaScreen” Confusion

We touched on this in the FAQ, but to elaborate:

• The VisaScreen is a specific certificate required for RNs, PTs, OTs, and some other techs.

• CNAs generally do NOT need a VisaScreen.

• However, if you are an RN applying for an RN job, you need it. If you are an RN applying for a CNA job, you generally do not need the VisaScreen to enter, but you will need a CES report to prove you meet the education requirements for the EB-3 visa.

13. The Danger Zone: Protecting Yourself from Scams

The desperation to leave one’s home country makes many people victims of fraud. Recruitment scams are sophisticated in 2025. Here is how to spot them.

Red Flag Checklist

If you see any of these signs, run away.

1. The “Gmail/Yahoo” Email: Legitimate recruiters use corporate domains.

   • Scam: medprorecruitment@gmail.com

   • Legit: careers@medprostaffing.com

2. Requests for Money via WhatsApp/Telegram: No legitimate U.S. company conducts official financial business via chat apps.

3. “Guaranteed” Visas in 3 Months: The EB-3 process takes years. Anyone promising a visa in a few weeks is lying or talking about an illegal method.

4. Payment for Job Offers: In the U.S. EB-3 program, the employer is legally required to pay the recruitment costs. If they ask you to pay $2,000 for a “placement fee,” it is a scam.

   • Note: You can be asked to pay for your own passport, visa interview fee at the embassy, and courier fees. But never for the job itself.

How to Verify an Agency

1. Check the BBB: Search for the agency on the “Better Business Bureau” website.

2. Verify the License: Check if the recruitment agency is licensed in the state they claim to operate in.

3. The “Too Good to Be True” Test: If they offer you a salary of $100,000 for a CNA role, it is a lie. Stick to the average salary ranges ($30k–$45k).

14. Cultural Adaptation: Life After Arrival

You got the job, you got the visa, and you landed in the U.S. What happens next? The “Culture Shock” in American healthcare can be intense.

A. The Concept of “Patient Rights”

In many developing nations, the doctor/nurse is the authority. In the U.S., the patient is the authority.

• If a patient refuses a bath, you cannot force them. You must document the refusal and notify the nurse. Forcing care can be considered “battery” (abuse).

B. Communication Style

Americans value directness but also “customer service” friendliness.

• Eye Contact: Maintain eye contact; it shows honesty.

• Small Talk: You are expected to chat with patients about the weather, their families, or TV shows while working. Silence can be interpreted as coldness.

C. Building Credit

You will arrive with a “Credit Score” of 0. You need credit to rent an apartment or buy a car.

• First Step: Open a “Secured Credit Card” immediately upon arrival.

• Second Step: Pay it off in full every month.

• Warning: Do not buy an expensive car immediately. Use public transport or a cheap used car until you understand your finances.

15. Future Growth: The Career Ladder

One of the best things about the U.S. system is mobility. You are not stuck as a CNA forever. Here is the roadmap for your first 5 years.

1. Year 1-2: The CNA Foundation

   • Work your contract.

   • Save money.

   • Adjust to the culture.

2. Year 3: The LPN/LVN Step (Optional)

   • Licensed Practical Nurse. It’s a 1-year course.

   • Salary increases to approx. $55,000 – $65,000.

3. Year 4-5: The RN Transition

   • If you are already a foreign nurse, pass the NCLEX.

   • If you are new to healthcare, enroll in an “ADN” (Associate Degree in Nursing) program at a community college.

   • RN Salary: Jumps to $75,000 – $100,000+.

By entering as a CNA, you are essentially getting paid to wait for your opportunity to become a Registered Nurse, all while securing citizenship for your family.

Conclusion: Your American Dream Starts Here

Becoming a Nursing Assistant in the USA as a foreigner is not just a job application; it is a complex immigration journey. But it is one of the most reliable ways to secure a future in America. The demand is real, the visas are available, and the agencies listed above are waiting for qualified candidates.

Your Next Step:

Don’t just read this article—act.

1. Update your Resume to U.S. standards today.

2. Visit the career pages of MedPro International or Global Express Recruiting.

3. Start your English prep if you haven’t taken the IELTS.

The U.S. healthcare system needs you. With patience and the right strategy, you can make it happen.

Glossary of Terms

• CNA: Certified Nursing Assistant

• EB-3: Employment-Based Visa (Third Preference)

• Green Card: Lawful Permanent Residency

• NCLEX: National Council Licensure Examination (for Nurses)

• USCIS: U.S. Citizenship and Immigration Services

• Priority Date: Your place in the line for a visa number.