Romanian employers are recruiting internationally in numbers that would have seemed unlikely a decade ago, and the rules governing how they do it have been rewritten from the ground up. Employment permits and secondment permits no longer exist. In their place sit a single electronic application, two distinct long-stay work visa types, a national shortage occupations list, compulsory employer registration, and a licensing regime for placement agencies. An employer working from the old process will find that almost every step has moved.
This page explains how AtoZ Serwis Plus supports Romanian companies that need to hire foreign workers in Romania: what we do, what your company must do, what only an authorised placement agency may do, and what rests entirely with the Romanian authorities. Every worker discussed here is being recruited for a genuine job with a Romanian employer, located in Romania. We do not use Romanian recruitment as a route to employment anywhere else.
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The pressure is structural rather than cyclical. Romania’s working-age population has been shrinking through low birth rates and sustained outward migration, while manufacturing, construction, logistics and food production have continued to expand. The Government sets an annual quota of newly admitted foreign workers by decision, and the level at which it has been set reflects an economy that cannot fill its vacancies domestically. The national shortage occupations list runs to several hundred entries, spanning cooks, drivers, carpenters, electricians, welders and unskilled production roles.
International recruitment is not the right answer to every vacancy, and we will say so where it is not. Where a role can realistically be filled locally or from within the European Union, that route is faster, cheaper and involves no immigration procedure at all. Where it genuinely cannot, there is a defined lawful pathway, and it works considerably better when the occupation, the company’s registration status, the contracts and the documents are lined up before a search begins.
We provide recruitment coordination and immigration support for employers hiring in Romania. That means documenting the vacancy accurately, assessing which legal route applies, coordinating sourcing and screening through compliant channels, preparing and checking documentation, coordinating with appropriately authorised partners where the law requires them, and supporting arrival and residence formalities.
It is worth being precise about what we are not. We do not hold authorisation as a Romanian foreign-worker placement agency, and we do not describe ourselves as one. We are not a Romanian temporary-employment agency, not a Romanian employer, not a government-approved company, and not a representative of any Romanian authority. Where Romanian law requires an authorised placement agency, we coordinate with appropriately authorised Romanian or eligible EU partners according to the applicable case, and you can verify any such partner’s status in the official public register before signing anything.
Support can be taken as a complete project or for a single stage. An employer that has already identified a candidate and needs the immigration file handled correctly is a common and perfectly sensible engagement.
The first conversation is about the role, not our service catalogue. We document the occupation, the workplace and its location, the shift pattern, the salary, the contract length, the experience and language requirements, accommodation and transport arrangements, and the realistic start date. We then check three things that determine whether the vacancy can be worked at all: whether the occupation qualifies under the applicable route, whether your company holds the right status on the Government platform, and whether you have headroom under the rule limiting foreign hires to the previous year’s average employee number. Where one of those fails, the honest answer is that the vacancy as specified will not work, and we would rather give it at the outset.
Sourcing begins locally and regionally where that is realistic. Where it is not, we coordinate searches through compliant international recruitment channels and, where the D/AM2 route applies, with authorised placement structures as Romanian law requires. Searches are defined by the occupation, experience, qualifications, working conditions, salary, work location and eligibility against the shortage occupations list.
Screening is measured against your actual job description rather than a generic profile. We assess relevant work history and technical experience; qualifications, with an early view on whether formal recognition in Romania will be required and how long that is likely to take; licences and authorisations for regulated roles; language ability against the real workplace requirement rather than a nominal level; and identity and travel documents, including passport validity against the intended contract period.
Document verification is layered rather than delegated. The sourcing partner confirms documents are genuine at source. We review the file for internal consistency and against the requirements of the applicable route. The Romanian authorities carry out their own checks, including qualification verification through the competent national body where the legislation provides for it. No party’s review substitutes for another’s, and screening does not replace your own judgement.
Practical assessment is available where you want it and is strongly advisable for trades. Welding, machining, driving and kitchen assessments can be arranged in the source market or conducted by supervised video assessment, with your company setting the pass standard. Trade tests are not universally required, but they materially reduce the risk of a placement failing in the first weeks, which matters more than it used to, because Romanian rules now restrict how quickly a worker may move to a different employer.
Interviews are arranged around your operating hours. Most employers interview by video call, often in batches, with interpretation where the candidate’s Romanian or English is limited. We brief candidates on what the job actually involves: shift patterns, physical demands, working environment, accommodation, deductions — so the interview is a genuine two-way conversation rather than a formality.
Your company makes the final selection, sets the salary and working conditions, and signs the individual employment contract. We do not select on your behalf and do not present candidates as pre-approved.
Every occupation is checked against the applicable legal route before recruitment begins. Demand concentrates in the sectors where employers exhaust domestic recruitment quickest.
No occupation should be assumed available. For permanent, seasonal and cross-border workers, the occupation must appear on the current shortage occupations list, and entries there are tied to national occupational classification codes rather than to job titles, so a role must be matched to a specific code before recruitment starts. Regulated professions, healthcare and care roles, professional driving, and certain electrical, gas and lifting-equipment work among them additionally require recognition, registration, licensing and, in several cases, Romanian-language competence, on timescales no recruiter controls.
Skilled workers hold a certificate, licence or demonstrable track record the role genuinely requires: welders, CNC machinists, maintenance electricians, toolmakers, professional drivers, chefs. Semi-skilled workers bring relevant experience and the ability to work to a standard, with training provided on arrival: assembly operatives, machine operators, forklift drivers, finishers. Entry-level workers can learn the role on the job, covering production and warehouse labour, packing, cleaning and general site work.
The distinction is legal as well as commercial. Qualification and experience conditions apply to several categories of foreign worker, and for some occupations a formal recognition certificate is required. Setting the skill level accurately at the briefing stage prevents a file failing later on a documentation point that could have been anticipated.
Sourcing markets in Europe and Romania’s neighbourhood include Ukraine, Moldova, Serbia, Albania, Kosovo, North Macedonia, Georgia, Armenia, Bulgaria, Croatia, Latvia and Lithuania. Two distinctions carry real commercial weight. Candidates who are EU, EEA or Swiss citizens need no work visa and no single application at all, which makes those searches ordinary recruitment exercises. Separately, citizens of the Republic of Moldova, Ukraine and the Republic of Serbia employed on a full-time individual employment contract fall within the D/AM1 route, filed directly by the registered employer with no shortage-occupation restriction.
Sourcing in Asia and Central Asia may include India, Nepal, Bangladesh, Pakistan, Sri Lanka, the Philippines, Vietnam, Indonesia, Kazakhstan, Uzbekistan, Kyrgyzstan, Tajikistan and Azerbaijan. In the Gulf region, searches often involve experienced candidates already working in the United Arab Emirates, Saudi Arabia, Qatar, Kuwait, Oman and Bahrain. African markets may include Kenya, Uganda, Ghana, Nigeria, Egypt, Morocco and South Africa. Latin American sourcing may include Brazil, Colombia, Argentina and other eligible markets.
Naming a market describes where sourcing may be possible, not where it is guaranteed, and candidates from no country are automatically eligible. Sourcing depends on your requirements, the genuine vacancy, candidate eligibility, the occupation, qualifications, work experience, language ability, passport validity, document availability, Romanian immigration rules, the competent consular jurisdiction, the laws of the sourcing country and the recruitment channels lawfully available there. Some markets that look attractive on paper prove impractical once document legalisation and consular scheduling are examined.
These rules apply to third-country nationals. Citizens of the European Union, the European Economic Area and Switzerland do not need a work visa or a single application to take up employment in Romania. Beyond that, no two files are identical: requirements depend on the employer, the occupation, the worker category, nationality, qualifications, the documents the candidate can actually produce, the consular jurisdiction, current quota availability and the circumstances of the case.
The official Government platform sits within the service hub of the Ministry of Internal Affairs. It is the mandatory channel for employer registration and authorisation, placement-agency authorisation and renewal, and the submission of single applications. It has been formally launched, and its first operational stage supports registration and authorisation procedures, electronic document submission, official notifications and real-time case tracking. The authorities have stated that the electronic flows for single applications and for extending the right of residence for employment will be supported at subsequent stages, so employers should confirm the current position for their own case before fixing a timeline.
No Romanian employer can recruit a third-country national without the correct status on the platform. Three registers underpin the system: the register of employers of foreign nationals, referred to as R.A.S., which employers join on registering; the register of authorised employers, R.A.A., for those cleared to file D/AM2 applications directly; and the register of placement agencies, R.A.P.S., where an agency’s authorisation can be publicly verified.
To register, an employer must have no outstanding debts to the state budget, must not have been sanctioned in the six months preceding the resolution of the request for the offences specified in the governing ordinance, and must have no convictions for offences relating to employment relations, exploitation, national security or other intentional criminal offences. Where the intention is to hire D/AM2 workers through an agency, the employer must additionally have carried out activity for at least one year in a field compatible with the shortage occupations concerned. The firm job offer is uploaded with the registration request.
Authorised-employer status is considerably harder and is decided by the National Employment Agency. It requires at least twenty-four months of uninterrupted economic activity and no outstanding obligations to the consolidated general budget; an average of at least fifty employees in the previous year according to the trade register certificate; prior employment of foreign nationals, of whom no more than twenty per cent are without a valid right of residence or long-stay visa at the time of the request; no sanction in the previous twenty-four months for occupational health and safety breaches, undeclared work or relevant breaches of the regime applicable to foreign nationals; and a financial guarantee for each worker for whom authorisation is sought. The request is resolved within at most fifteen working days from upload.
A further constraint applies to everyone and catches out smaller companies planning a large first intake: the number of foreign nationals an employer may engage cannot exceed the average number of employees registered in the previous year according to the certificate issued by the National Trade Register Office.
Placement activity for foreign workers without authorisation is prohibited. Authorisation is granted by the National Employment Agency, applied for exclusively online, and valid for two years with successive renewals possible. It is open to legal entities established in Romania with the relevant trade-register activity code for employment placement, including branches of foreign companies, and to entities established in an EU or EEA member state or in Switzerland with an equivalent business object. Criteria cover lawful incorporation, the professional reputation of administrators and beneficial owners, the absence of convictions connected with trafficking, labour exploitation, illegal work or money laundering, transparency about external partners, and a financial guarantee scaled to the number of workers placed.
For an employer, the practical point is simple: check the register before signing. Using an unauthorised agency exposes your company and can invalidate applications filed on its behalf.
The single application is the electronic form that replaced the former employment and secondment permits. It is submitted through the platform and consolidates in one flow the checks that previously required separate procedures. The authorities verify the employer, the agency involved, the working, salary, and accommodation conditions, the worker’s eligibility and qualifications, and compliance with the annual admission quota where applicable. Decisions are communicated through the platform, and a refusal must state reasons.
D/AM1 covers highly qualified workers engaged for a minimum of six months, together with specified categories including people carrying out activities requested by central public authorities, certain teaching, scientific and artistic activities in Romanian state higher education and cultural institutions, professional athletes contracted to a sports structure, and citizens of the Republic of Moldova, Ukraine and the Republic of Serbia on a full-time contract. The registered employer files the application directly, and no shortage-occupation restriction applies.
For the highly qualified category specifically, the salary must be at least at the level of the average gross earnings, and the employer must evidence efforts to fill the vacancy with a Romanian citizen, an EU, EEA or Swiss citizen, or a long-term resident. That evidence takes the form of a certificate on available workforce, issued by the county employment agency covering the employer’s registered or professional office and dated no more than ninety days before the application is submitted. So it must be obtained in the right sequence rather than retrospectively.
D/AM2 covers permanent workers on fixed-term or open-ended contracts, seasonal workers engaged for activities following the succession of the seasons, and cross-border workers from neighbouring states employed in Romanian border localities. The occupation must appear on the shortage occupations list, the salary must be at least at the level of the guaranteed minimum gross base salary, and the application is filed by an authorised placement agency on the employer’s behalf or directly by an employer holding authorised-employer status. A merely registered employer cannot file a D/AM2 application alone. Most volume recruitment in production, construction, logistics, hospitality and agriculture runs through this route.
Seasonal work carries additional conditions, including a compulsory employer obligation to ensure accommodation of an adequate standard for the whole anticipated stay, supported by an authenticated declaration.
The firm job offer is the document you upload describing the vacancy and its real conditions: occupation, responsibilities, salary, working schedule, contract duration, place of work, leave, working conditions and, where applicable, accommodation and transport. The individual employment contract must reflect it.
Up to three contracts arise. The individual employment contract is always required, must be concluded in Romanian and in the language of the worker’s country of origin or another international language the worker understands, and must be registered in the national employee register before the single application is filed. Concluding it only in Romanian carries an administrative fine per contract. Where an agency is involved, a service provision contract between the agency and the employer incorporates the firm job offer, and the obligation to monitor working and accommodation conditions, and a tripartite placement contract binds agency, employer and worker in both languages. Standard templates have been approved by ministerial order. Salary must be paid into the worker’s bank account rather than in cash, and the date the activity may obtain a medical certificate begins rather than at signature.
Candidate documentation uploaded with the application includes the registered employment contract; travel medical insurance covering the full validity of the visa; a criminal-record certificate or equivalent from the country of origin or residence, translated into Romanian, English or French and legalised in accordance with the law; proof of means of support at the level of the guaranteed minimum gross base salary for ninety days, from which highly qualified workers are exempt; and a copy of the valid travel document. For D/AM2 files, the employer also supplies its organisational chart showing filled and vacant posts, together with the worker’s curriculum vitae, recognition of studies and any authorisation the post requires. Whether a document needs certified translation, an apostille or full legalisation depends on the issuing country, and confirming that before paying for translation avoids wasted cost.
Approval of the single application does not confer entry. The worker must attend the Romanian diplomatic mission or consular office in the country of origin or residence in person and apply for the D/AM1 or D/AM2 visa, presenting the original travel document and the supporting evidence the mission requires. Biometric data — a facial image and fingerprints — are collected at this stage, with limited exemptions. The long-stay work visa is granted for ninety days; for seasonal workers it is granted for the anticipated contract duration plus five days, capped at ninety. Appointment availability, document requirements and processing vary by consular jurisdiction, and no mission can be asked to guarantee an appointment date or an outcome.
After lawful entry, the worker applies to the territorial formation of the General Inspectorate for Immigration in the county of residence for the single permit or, for eligible highly qualified workers, the EU Blue Card, before the stay conferred by the visa expires. The file typically covers the travel document, the visa, the registered employment contract, proof of lawful accommodation, health insurance and payment of applicable charges.
The application is resolved within thirty days of submission, extendable by up to fifteen days where additional checks are required and by a further thirty days in exceptional circumstances. The right of residence for employment is granted for a period equal to the validity of the employment contract. Still, for no more than two years at a time, and an extension must be applied for before the current permit expires, with evidence that the salary has been maintained at the required level.
Arrival is where recruitment projects most often unravel, usually for practical rather than legal reasons. Where it forms part of the agreed service, we coordinate travel planning and arrival instructions once the visa has been issued, airport reception, transfer to the workplace or accommodation, and the first days of orientation.
Accommodation terms are confirmed against the firm job offer and the contract before departure, including any contribution the worker will make. For seasonal workers, the employer must ensure accommodation, and where rent is charged it must not be excessive relative to the net salary or deducted automatically from it. Employers authorised for direct recruitment carry further duties: informing workers of the relevant legal conditions at least ten days before arrival in a language they know, organising transport from the point of entry into Romania to the workplace or accommodation, informing the immigration authority immediately if a worker is unaccounted for, putting the worker in contact with a placement agency if the employment relationship ends early, and bearing the cost of return if no other job is found.
Onboarding then covers workplace induction, safety rules, local services, banking and registration practicalities, and preparation of the residence file. We can remain involved during the settlement period to help resolve documented issues before they become disputes.
The framework was designed to prevent exploitation as much as to fill vacancies, and the penalties attached to it are real. Employers face administrative fines for failing to notify the authorities within the prescribed deadlines and for concluding employment contracts only in Romanian. Agencies face substantial fines for placing workers without authorisation, alongside suspension or withdrawal of authorisation and execution of the financial guarantee. Where a seasonal worker’s visa or residence right is revoked in the circumstances specified by law, the employer is liable to pay the worker two guaranteed minimum gross salaries together with outstanding obligations.
Charging a worker for a job is prohibited, and the official platform is required to display that prohibition prominently. Foreign workers are entitled to equal treatment with Romanian workers in the same role. Candidate personal data is processed under the General Data Protection Regulation and Romanian implementing legislation, which means collecting only what the process requires, storing it securely and being able to evidence the lawful basis for processing.
Two further rules materially affect workforce planning. A change of employer on the worker’s own initiative is generally not possible during the first six months of activity recorded in the national employee register, subject to limited exceptions where the employer has committed serious breaches. And the Labour Code now provides for the individual employment contract to terminate by operation of law where the single application is rejected and where the immigration authority establishes that the stay is illegal — so a signed contract should not be treated as a settled commitment until the application has been approved.
We do not guarantee workers, candidate availability, recruitment outcomes, interview results or employment. We do not guarantee visas, work authorisations, residence permits, consular appointments, processing times, quota availability or government approvals, and we cannot accelerate an application or obtain priority treatment from any authority. We do not claim any relationship with, or influence over, any Romanian authority or diplomatic mission.
We do not issue job offers or employment contracts in our own name, and we are not the worker’s employer unless a lawful written agreement expressly says otherwise. We do not hold authorisation as a Romanian foreign-worker placement agency. And we do not support false documents, misleading job offers, fees charged to workers, undeclared work, contract substitution, or the use of a Romanian work visa as a route to employment in another country.
Service scope, commercial terms, payment conditions, and any applicable replacement provisions are confirmed in a written agreement. Nothing on this page constitutes an offer of specific fees, timescales, candidate volumes or outcomes.
AtoZ Serwis Plus provides recruitment coordination and immigration support services. Employer enquiries and vacancies are reviewed, and candidate availability is not guaranteed. Romanian employers make the final hiring decision, and all employment terms come from the genuine employer and are recorded in the firm job offer and the individual employment contract. The competent Romanian authorities decide immigration applications. AtoZ Serwis Plus does not guarantee workers, jobs, visas, permits, appointments, processing times, quota availability, residence documents or government approvals. A written agreement governs service terms. Requirements vary by employer, occupation, worker, nationality and individual case, and the latest official guidance should be checked before any application is submitted.
Romanian employers are competing for a workforce that is not getting larger, and the framework governing international hiring has become both more digital and more demanding. The companies that manage it well are the ones that establish the legal route, their own registration status and their document requirements before they start looking for people.
If your company needs to hire foreign workers in Romania, send us the role, the location, the conditions and the start date you are working towards. We will tell you which route applies, what your company needs in place first, and plainly whether the vacancy as specified will work.
Access pre-screened candidates for skilled, semi-skilled, and entry-level roles across Romania. We coordinate candidate sourcing, interviews, documentation, immigration support, relocation, and onboarding according to your company’s recruitment needs.
Choose the option that best matches your recruitment needs.
Looking for suitable international workers for your company in Romania? Submit your hiring requirements and receive coordinated recruitment, immigration, and onboarding support.
Submit a Hiring Request !Supply eligible candidates for genuine vacancies with Romanian employers through a structured recruitment partnership.
Become a Recruitment Partner !Looking for legal employment opportunities in Romania? Register your profile for consideration by employers with suitable vacancies.
Register as a Candidate !Requirement analysis, legal-route assessment, coordinated sourcing and screening, skills assessments, interview coordination, documentation preparation and review, immigration coordination with the party legally entitled to file, and arrival, onboarding and residence support where these form part of the agreed service. We do not employ the worker or decide the application.
Yes, provided the company holds the correct status on the official Government platform, the occupation qualifies under the applicable visa route, and the file meets the conditions currently in force. Citizens of the EU, EEA and Switzerland need no work visa or single application at all.
Any Romanian employer that can meet the registration conditions: no outstanding debts to the state budget, a clean record on the specified offences, and headroom under the headcount limit. Employers hiring D/AM2 workers through an agency must additionally have traded for at least one year in a field compatible with the shortage occupations concerned.
Construction; manufacturing and production; automotive, machinery and metalworking; welding and fabrication; food production and agriculture; warehousing, logistics and transport; hospitality and tourism; cleaning, facility services and technical maintenance; engineering and information technology; and healthcare and care services.
Recurring roles include production and assembly workers, machine and CNC operators, welders, fabricators, electricians, mechanics, maintenance technicians, warehouse operatives, pickers, packers, forklift drivers, qualified drivers, carpenters, masons, painters, plumbers, food-production and agricultural workers, cooks, kitchen assistants, housekeepers, cleaners, engineers, IT professionals and healthcare staff.
No. Availability depends on genuine employer demand and on whether the occupation qualifies under the applicable route. For permanent, seasonal and cross-border workers, it must appear on the current shortage occupations list, and entries there are tied to occupational classification codes rather than job titles.
Yes. There is no minimum. A single specialist hire is a perfectly normal engagement, and for some employers the immigration file is the only part they need help with because they have already identified the candidate themselves.
Yes, subject to a hard limit that is frequently overlooked: the number of foreign nationals an employer may engage cannot exceed the average number of employees registered in the previous year according to the trade register certificate. Larger intakes also depend on the annual quota and on the capacity of the authorised channel involved.
Sourcing may run through compliant channels in Europe and Romania’s neighbourhood, Asia and Central Asia, the Gulf, Africa and Latin America. Which markets actually work for a given vacancy depends on the role, candidate eligibility, document availability and the competent consular jurisdiction.
No, and any provider claiming otherwise is overstating it. Eligibility depends on the genuine vacancy, Romanian immigration rules, the shortage occupations list where applicable, employer requirements, qualifications, experience, language, passport validity, document availability, consular jurisdiction and the laws of the sourcing country.
Locally and regionally first where that is realistic, then through compliant international recruitment channels and, where the D/AM2 route applies, with authorised placement structures as Romanian law requires. Searches are defined by your job description and firm job offer rather than by a general candidate pool.
Against your actual job description: relevant work history and technical experience, qualifications and any Romanian recognition requirement, licences for regulated roles, language measured against the real workplace need, and identity and travel documents including passport validity against the contract period.
Yes, where you want them. Welding, machining, driving and kitchen assessments can be arranged in the source market or conducted by supervised video assessment, with your company setting the pass standard. They are strongly advisable for trades and reduce the risk of a placement failing early.
Your company does. We coordinate scheduling around your operating hours, arrange interpretation where needed, and brief candidates in advance on what the role actually involves. Most employers interview by video call, often in batches, with a practical assessment added for technical roles.
The Romanian employer, without exception. We shortlist and coordinate; you interview, decide and sign. We do not select on your behalf and never present candidates as pre-approved.
You do, within the statutory floors. Salary must be at least the guaranteed minimum gross base salary, and at least the average gross earnings for highly qualified workers. Pay and conditions must equal those of a Romanian worker in the same role, and salary must be paid into a bank account rather than in cash.
The employer. It must reflect the firm job offer, be concluded in Romanian and in a language the worker understands, and be registered in the national employee register before the single application is filed. AtoZ Serwis Plus does not issue employment contracts in its own name.
The document you upload to the platform describing the vacancy and its real conditions: occupation, responsibilities, salary, working schedule, contract duration, place of work, leave, working conditions and, where relevant, accommodation and transport. The employment contract must match it.
The official Government platform for employing third-country nationals, operated within the service hub of the Ministry of Internal Affairs. It is the mandatory channel for employer registration and authorisation, placement-agency authorisation, and single applications. It has launched and is being rolled out in stages, so current functionality should be confirmed case by case.
The baseline status that allows a company to recruit third-country nationals. Registered employers are entered in the register of employers of foreign nationals and can file D/AM1 applications directly, and can hire D/AM2 workers through an authorised placement agency.
A higher status allowing direct D/AM2 recruitment without an agency. It requires at least twenty-four months of uninterrupted trading, an average of at least fifty employees in the previous year, no outstanding budget obligations, a clean health-and-safety and undeclared-work record, a compliance test on previously employed foreign nationals, and a financial guarantee per worker. It is resolved within at most fifteen working days.
For D/AM2 workers, unless the employer holds authorised-employer status. A merely registered employer cannot file a D/AM2 application alone. For D/AM1, no agency is required. AtoZ Serwis Plus does not hold that authorisation and coordinates with appropriately authorised partners where the law requires one.
The three official registers. R.A.S. is the register of employers of foreign nationals, joined on registration. R.A.A. is the register of authorised employers. R.A.P.S. is the register of placement agencies, where an agency’s authorisation can be publicly verified before you sign anything.
One electronic application, filed through the platform, that replaced the former employment and secondment permits. The authorities verify the employer, the agency where involved, the working, salary and accommodation conditions, the worker’s eligibility and qualifications, and quota compliance where applicable, then communicate a reasoned decision through the platform.
The long-stay work visa route for highly qualified workers engaged for at least six months, plus specified categories including certain teaching, scientific and artistic activities, professional athletes, and citizens of the Republic of Moldova, Ukraine and the Republic of Serbia on a full-time contract. Filed directly by the registered employer, with no shortage-occupation restriction.
The long-stay work visa route for permanent, seasonal and cross-border workers. The occupation must be on the shortage occupations list, the salary must be at least the guaranteed minimum gross base salary, and an authorised placement agency or an authorised employer files the application. Most volume recruitment runs this way.
The national list of occupations for which permanent, seasonal and cross-border workers may be recruited, approved by order of the Minister of Labour and published in the Official Gazette. It is updated periodically based on labour-market data and consultation with social partners, and employers can propose additions through the platform.
Yes, particularly on the D/AM2 route. The Government sets an annual quota of newly admitted foreign workers by decision; compliance is checked when an application is examined, and it may be supplemented during the year if the limit is reached. Availability at the moment of application cannot be promised in advance.
The firm job offer, evidence supporting registration or authorisation, the registered individual employment contract and, for D/AM2 files, the organisational chart showing filled and vacant posts. For highly qualified roles, a workforce-availability certificate from the county employment agency dated no more than ninety days before submission.
A valid travel document; travel medical insurance covering the visa period; a criminal-record certificate or equivalent from the country of origin or residence; proof of means of support at minimum gross salary level for ninety days, from which highly qualified workers are exempt; a curriculum vitae; recognition of studies; and any authorisation the occupation requires.
Yes for several documents. The criminal-record certificate must be translated into Romanian, English or French as applicable. Other supporting documents commonly require certified translation into Romanian. Requirements vary by document and issuing country, so confirm before commissioning translation.
It depends on the issuing country. Documents must be legalised in accordance with the law, which in practice means an apostille for countries party to the relevant convention and full consular legalisation for others. Establishing which applies before the candidate starts collecting documents avoids repeated cost and delay.
No. Visa decisions rest entirely with the competent Romanian authorities. Careful file preparation avoids avoidable refusals, but nobody can promise an approval, and any provider claiming a guaranteed visa should be treated with caution.
No. Employment permits as such no longer exist, and the competent authorities decide the single application that replaced them on the merits of each file. No intermediary can guarantee that decision.
No. The competent Romanian diplomatic mission determines appointment availability and varies by consular jurisdiction and time of year. We prepare candidates for what the mission requires but do not control scheduling and claim no relationship with any mission.
It varies by occupation, source market and consular jurisdiction. Sourcing, screening and interviews can move quickly. Employer registration or authorisation, document legalisation, qualification recognition and consular scheduling are the stages that determine the real timeline, and several sit outside anyone’s control.
Statutory periods and real-world timelines differ. Authorised-employer status is resolved within at most fifteen working days. Residence applications are resolved within thirty days, extendable by fifteen days for additional checks and by a further thirty in exceptional circumstances. Consular processing sits outside those periods entirely.
No. What can be influenced is file quality — complete, consistent documents submitted in the right sequence avoid the requests for further information that cause most delays. What cannot be influenced is an authority’s processing or a mission’s calendar, and we do not suggest otherwise.
It depends on what the firm job offer and the written service agreement provide. In many cases the employer or the coordinating parties arrange or fund travel; in others the candidate does. Whatever is agreed must be stated clearly before departure and must never become a charge to the worker.
For seasonal workers, yes — the employer must ensure accommodation of an adequate standard for the whole anticipated stay, supported by an authenticated declaration. For other categories it depends on the offer. Still, where accommodation forms part of it, the terms must be disclosed, rent must not be excessive relative to net salary, and it must not be deducted automatically.
Employers authorised for direct recruitment must organise transport from the point of entry into Romania to the workplace or accommodation. Beyond that, day-to-day transport depends on what the firm job offer states. Where housing and workplace are in different towns, a reliable shift transport arrangement should be planned rather than assumed.
Workplace induction and safety training, practical settling-in support, and preparation of the residence application. Employers also carry post-arrival duties including Romanian-language courses with cultural and social integration content for at least six months from the start of the recorded activity, for at least six hours a week.
Yes. The visa authorises entry and an initial stay of ninety days. Before that expires, the worker must apply to the territorial immigration office in the county of residence for the single permit or, for eligible highly qualified workers, the EU Blue Card. The right of residence is then granted for the contract period, capped at two years at a time.
The employer runs workplace induction, training and safety instruction, which cannot be delegated. Where it forms part of the agreed service, we coordinate the practical side around it: arrival, transfer, accommodation confirmation, banking and registration steps and the residence file.
Not immediately. As a rule, a change on the worker’s own initiative is possible only after at least six months of activity recorded in the national employee register, with limited exceptions where the employer has committed serious breaches. This makes an accurate offer at the outset commercially important.
Within five working days: an unjustified absence exceeding three consecutive working days, termination of the contract, or any situation in which the worker is at risk or subject to exploitation. Records must also be made available to the immigration authority, the Labour Inspection and the National Employment Agency on request.
Before submission, the profile closes, and the search continues. After a contract is signed or an application is filed, there are consequences for the employer and the file, so early notice matters. Where possible, we look for an alternative candidate already screened against the same requirement.
The refusal is communicated through the platform with reasons stated. Those reasons are reviewed with you to establish whether a fresh application is viable. Note that the Labour Code provides for the individual employment contract to terminate by operation of law where the single application is rejected.
Service scope, commercial terms, payment conditions, and any applicable replacement provisions are confirmed in a written agreement. Nothing published here constitutes an offer of specific fees, timescales or outcomes. What is fixed is that the worker is never charged.
Send us the role, the workplace location, the salary and conditions and the target start date. We will assess the applicable legal route, tell you what your company needs in place before sourcing begins, and tell you plainly if the vacancy as specified will not work.
Find suitable skilled, semi-skilled, and entry-level candidates for your company. We coordinate sourcing, screening, interviews, documentation, immigration support, relocation, and onboarding across Romania.
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