Careers  | Insights & Stories | Workplaces & Job Profiles | Open Positions

Discover the uniqueness of the Schönbrunn Group from a fresh perspective: what it really means to work with us, the benefits you can look forward to, how we live diversity and sustainability, what learning and development we offer, and the principles that shape our collaboration.

• Sight-worthy benefits
• Diversity & sustainability
• Learning & development
• Leadership & collaboration

Every working day continues a one-of-a-kind story. From imperial legacy to a stage of illustrious hospitality: the Schönbrunn Group works to preserve historic monuments that give European culture its roots and bring international teams together under their roofs. Our organisation offers a secure, stable and trustworthy workplace that lives up to its distinguished reputation - and draws committed, enthusiastic people from all over the world.

As a modern employer, the Schönbrunn Group moves across the historic parquet of a significant past with energy and courage. Our way of working puts expertise, team spirit and joy at the centre, so we can offer our guests a one-of-a-kind experience. Participation and involvement of every team member - from cultural mediator to interested career-changer - is the key to developing our cultural flagship organisation.

The variety of people and roles across our palaces and sights is what crowns these extraordinary workplaces. The commitment to actively preserving and shaping much-loved destinations attracts people of all backgrounds and talents who want to become part of our engaged teams. Our shared love for our cultural heritage and an eye for detail are the spirit of our houses.

At court, regular events like summer parties and Christmas celebrations are, of course, a fixture. On your birthday you receive a token of appreciation in the form of vouchers. We also offer discounts at selected partner businesses and in our own shops.

But above all, your valuable contribution to making imperial cultural heritage a vivid experience deserves recognition. When the organisation is doing well, we share that success with you through a company performance bonus - and our social fund is there to support you through difficult times in life.

In administration we offer flexitime and home office. In operational areas we enable flexibility through timely scheduling and shift-swap options.

Anyone who works with us becomes part of a story that fascinates our guests from all over the world.

To give you a clearer picture of the varied, diverse work at our historic sites, we've gathered a few important questions and answers for you here.

Sustainability is a natural part of our daily work. Our mission begins with cultural heritage itself: we preserve historic building fabric, care for gardens with traditions going back 300 years, and maintain rooms meant to last for generations.

We put this sense of responsibility into ecological practice too - from energy efficiency in our historic buildings through to sustainable procurement and waste reduction. Our employees are actively involved in sustainability initiatives.

You can find out more about how we bring together sustainability and responsible stewardship of our cultural heritage on our sustainability page.

Our team brings together people from over 50 nationalities - with different life stories, languages and experiences, each of which enriches us.

Diversity here also shows in the different phases of life of our team: from summer job to colleagues with more than 20 years of service - our team spans ages 16 to 75, and 60% of leadership positions are held by women.

We draw on centuries of experience. That's why expertise, team spirit and interest in cultural context are the foundations of our approach.

To equip each and every one of us as well as possible, we invest specifically in developing our people: with structured programmes that deepen professional knowledge, widen the view beyond one's own area, and open up international experience.

From cultural mediator to interested career-changer - participation and involvement of everyone is the key to developing our cultural flagship organisation.

Diverse development steps and career journeys are part of our organisational culture. We prefer to fill positions internally and actively support each step. Anyone who shows commitment and wants to keep learning finds an employer here who makes that possible.

A seasonal shop worker becomes shop manager over the years. A gardener grows into a head of department. A colleague starts at reception and today leads events in the Apothekertrakt. And a summer intern takes on a leadership role in a team after finishing national service.

These are the finest stories our employees write at the Schönbrunn Group - their own sight-worthy success stories.

Leadership needs stability and the courage to change. Especially in an organisation like ours, which preserves historic substance while acting in a contemporary way. That's our aspiration - not only as a leadership principle, but as daily practice.

Together with all leaders across our four sites, we developed - through a thorough process - five principles that describe how we take responsibility, stay in dialogue, and specifically foster strengths.

Sebastian Joos

Head of Gardens, Schloss Hof Estate

LEADERSHIP CULTURE  TEAM DEVELOPMENT  Dialogue

With the 2025 workshop series on leadership culture, I had my defining aha-experience: we're all in the same boat, and dealing with similar challenges. It sounds simple, but if you never hear that from colleagues in completely different areas and sites, you can feel alone with your own issues sometimes. That realisation changed my leadership.

For me, leadership means embodying commitment, professional expertise and social responsibility. I try to live that every day, and I stand by my colleagues with practical help and support. That goes beyond the professional: if there are personal problems, I'm there. That's not an extra task - it's part of my responsibility.

In practice, this is reflected in how my team works. Every colleague in our department is trained every year - sometimes a tree-pruning seminar, sometimes a first-aid course, sometimes a plant-care course. For especially committed colleagues, I make room for specialist training and send them to other gardens for professional exchange - as Prince Eugene himself considered right in his day.

Dialogue works on several levels for us. The season-start breakfast in March and the year-end gathering in November are fixed dates. Between them, we meet every few weeks after shift for informal exchange. And each week I meet with our forewomen and foremen. These regular formats create clarity and trust - and everyone knows where they stand.

I work a lot, and I love my work. Sometimes a blessing, sometimes a curse. But I know my limits too. When things got difficult, I could turn to People Development and get support: those who know their limits can share them with others.

One concrete change shows how this attitude works: I restructured my team and built up a third foreman from within it. That takes weight off us in administration and planning, and gives the outdoor team more structure. A small change with a big effect.