Alba County has one of the most industrialised economies in Transylvania and one of the tightest labour markets to go with it. Employers in Sebeș, Alba Iulia, Blaj, Cugir and Aiud report the same problem: the orders are there, the capacity is there, and the people are not. AtoZ Serwis Plus works as a recruitment agency in Alba County supporting employers who need to fill genuine vacancies lawfully, whether the right candidate lives twenty kilometres away or in another country.

This page is written for employers based in the county and for international candidates who want to work here legally. It covers what we do, which industries and towns we cover, how international sourcing works in practice, and where our role ends. The employer’s, the authorised placement agency’s and the Romanian authorities’ roles begin. Every vacancy discussed here is a job located in Alba County, Romania.

Discuss your Alba County hiring requirement.

Recruitment Services in Alba County

Our services are built around one vacancy at a time rather than a staffing template. Some employers need a single welder for a fabrication shop in Cugir; others need thirty production operatives near Sebeș before a new line comes on stream. The legal route, the sourcing markets and the timeline differ in each case, so the first conversation is about the role, not our service catalogue.

What a Recruitment Agency in Alba County Handles

• Requirement definition. Occupation, workplace, shift pattern, salary, contract length, experience, language level, accommodation, transport and a realistic start date.
• Route assessment. Whether the role can be filled domestically or from the European Union, and if not, which Romanian work-visa route applies and whether an authorised placement agency must be involved.
• Sourcing. Local and regional search first where that is realistic, then compliant international channels.
• Screening and verification. Experience, qualifications, recognition documents, licences, language, and identity are checked against the actual job description.
• Interview coordination. Video interviews, practical assessments and interpretation, arranged around the production schedule.
• Documentation and immigration coordination. Firm job offer, contracts, contract registration, and the single application filed by whichever party the law designates.
• Arrival and onboarding. Travel planning, reception, accommodation confirmation, induction and preparation for residence formalities.

Support can be taken as a complete project or for one stage. An employer that already has a candidate and needs the immigration filed correctly is a common engagement.

About Alba County’s Employment Market

Alba sits in central-western Romania along the middle Mureș, within the Centre development region. It covers roughly six thousand two hundred square kilometres, about two and a half per cent of the country. Mountains take up rather more than half the surface, hills and plateau about a quarter, the rest river valley and lowland. That geography explains where the jobs are: industry concentrates in the Mureș corridor and the Târnave plateau, while the Apuseni Mountains in the west run on forestry and small-scale services.

The county comprises seventy-eight administrative units: four municipalities (Alba Iulia as county seat, Aiud, Blaj and Sebeș), seven towns, and sixty-seven communes covering several hundred villages. Development has been genuinely polycentric, clustering around Alba Iulia, Blaj and Sebeș rather than the county seat alone. That matters for recruitment, because a worker housed in Alba Iulia may be working in Sebeș, and commuting has to be designed into an offer rather than assumed.

The Industrial Base

Manufacturing is the engine of the county economy. Official economic analysis identifies the leading branches as motor vehicle and component production, followed by electrical equipment, food processing and wood processing. The export profile mirrors that concentration: transport means and materials account for the largest share by a wide margin, with electrical machinery and wood products following. Alba runs a consistent trade surplus, which is unusual against the national pattern.

Publicly reported major operations include Star Assembly and Star Transmission of the Mercedes-Benz group at Sebeș, with related group operations publicly reported at Cugir; Bosch Automotive at Blaj; Kronospan Trading and ZG Timber in wood panel and timber processing at Sebeș; Pehart Tec Grup in paper and Elis Pavaje in concrete products at Petrești; Transavia in poultry at Sântimbru; Lactalis Romania in dairy at Oiejdea; Apulum in ceramics and VCST Automotive Production at Alba Iulia; and Elit in meat processing at Cugir. These are named only to describe the county’s economic structure. None is stated or implied to be a client or partner of AtoZ Serwis Plus.

Transport and Accessibility

Alba is one of Romania’s better-connected counties, which helps when planning worker transport and housing. Two motorways cross it, the A1 and the A10, giving around seventy-seven kilometres of motorway within the county: the A1 runs the Mureș corridor towards Deva and Arad in one direction and Sibiu in the other. At the same time, the A10 links the Sebeș area north towards Turda and Cluj-Napoca. Two European road corridors pass through: the E81 on the DN1 alignment and the E68 on the DN7 and DN1 alignments, and two European rail main lines serve the county: one through Vințu de Jos towards Simeria and Arad, the other through Blaj and Teiuș towards Cluj-Napoca and Oradea.

The county has no airport of its own; the nearest are Sibiu, Cluj-Napoca and Târgu Mureș. Employers planning group arrivals should build airport transfer into the offer from the start, particularly where a plant sits some distance from the nearest motorway junction.

Labour Availability

Registered unemployment in Alba has generally tracked close to the national figure, which tells you the pool of readily available local workers is thin. Demography compounds it: the county’s ageing index sits above the national average, and external migration has drawn working-age people away for years. Vacancy lists published regularly by the county employment agency show persistent demand for construction trades and site labour, wood finishers, machine and assembly operatives, drivers, kitchen assistants, commercial staff, agricultural workers and carers. Those are the occupations where Alba employers most often exhaust local recruitment.

Cities and Areas We Cover

• Alba Iulia. County seat and administrative centre, and headquarters of the Centre regional development structure. Manufacturing, ceramics, automotive components, construction, public administration, education, healthcare and a growing services and IT segment. The Alba Carolina citadel sustains year-round hospitality demand.
• Sebeș. Thecounty’ss principal industrial concentration, where the A1 and A10 corridors meet. Automotive assembly and transmissions, wood panels, timber processing and chemicals. Sebeș and neighbouring Petrești account for a large share of county industrial employment and export value.
• Blaj. On the Târnava Mică, with a strong automotive electronics and components presence and a position on the Cluj-Napoca rail corridor. Gateway to the Târnave vineyard area.
• Cugir. A long machine-building and precision engineering tradition, with an industrial park established under the authority of Alba County Council. Metalworking, engineering, plastics and food processing.
• Aiud. A municipality on the E81 corridor with a mixed industrial and agricultural hinterland and the Ciumbrud vineyard nearby.
• Ocna Mureș. A former salt-extraction and soda-processing centre in the north, where the old industrial platform has been partly redeveloped.
• Teiuș. Small, but significant out of proportion to its size because of its rail junction position.
• Zlatna, Abrud, Câmpeni and Baia de Arieș. The Apuseni mountain towns, historically mining and metallurgical centres, now oriented towards forestry, wood processing, small manufacturing and mountain tourism. Recruitment here is harder and slower, and honest timelines matter.
• Rural communes. Agriculture, viticulture, food processing and forestry across the Mureș valley, the Secașe and Târnave plateaus and the mountain communes.

Industries We Support in Alba County

Every occupation is checked against the applicable legal route before recruitment begins. Where a role requires a Romanian licence, professional recognition or language competence, we say so at assessment stage rather than after an employer has committed to a candidate.

Construction Recruitment

Construction stays active on the back of motorway-corridor infrastructure work, industrial building, residential development around Alba Iulia and Sebeș, and public projects. Employers commonly recruit carpenters, steel fixers, masons, plasterers and finishers, insulation workers, tilers, painters, scaffolders, plant operators and site labourers, alongside site electricians, plumbers and gas fitters, and technical staff such as site engineers and works supervisors. Certain electrical, gas and lifting-equipment roles require authorisation under Romanian rules, which we identify before presenting a candidate.

Manufacturing and Production Recruitment

Manufacturing employs the largest share of the county’s salaried workforce. Typical requirements are production and assembly operatives, machine operators, CNC setters, maintenance technicians, electricians and mechanics, quality inspectors, packers and shift supervisors. Wood processing is a distinct Alba sub-sector, with demand for saw and panel line operatives, wood finishers and lacquerers, and forklift drivers. Paper and packaging, ceramics and construction materials add further volume.

Automotive and Technical Recruitment

The automotive cluster defines the Alba economy and explains its export profile. Requirements run from entry-level assembly to highly qualified roles: assembly and press operators, CNC machinists, toolmakers, welders, maintenance and automation technicians, quality engineers, process engineers, logistics planners and production managers. Higher-skilled engineering and management roles may fall under a different immigration route from operative positions, which changes both documentation and eligibility worth establishing before a search begins.

Logistics and Warehouse Recruitment

The A1 and A10 junction area around Sebeș and Alba Iulia has drawn distribution and warehousing. Employers recruit warehouse operatives, pickers and packers, forklift and reach truck drivers, goods handlers, stock controllers, dispatchers and shift leaders. Professional drivers are a recurring shortage, but driving roles carry licence and competence requirements that must be recognised in Romania first, on their own timescale.

Hospitality and Tourism Recruitment

Tourism rests on the Alba Carolina citadel, the Apuseni Mountains, the Transalpina route, the cave and gorge systems and the wine areas. Accommodation stock is dominated by agrotourism and small guesthouses rather than large hotels, which shapes the hiring: chefs and cooks, kitchen assistants, waiting and bar staff, baristas, housekeeping staff, receptionists and guesthouse managers. Demand is seasonal in the mountains and steadier in Alba Iulia, and seasonality should be stated honestly in the offer.

Agriculture and Food Production Recruitment

Agriculture retains real weight, with cereals in the lower valleys, orchards on the hill slopes and viticulture as a long-standing speciality. Alba is the most important grape and wine producer in the Centre region, with recognised vineyard areas around Aiud, Alba, Sebeș, Apold and the Târnave. Food processing is a major employer across poultry, dairy, meat and beverages. Roles include field, orchard and vineyard workers, greenhouse operatives, livestock and dairy staff, food production operatives, butchers and packers. Seasonal work carries specific legal conditions, including compulsory employer accommodation obligations, covered below.

Healthcare, IT, and Professional Recruitment

Healthcare and social assistance is one of the few county sectors adding salaried staff, with demand for nurses, care assistants, home carers, residential care staff and medical professionals. These are regulated professions: qualification recognition, professional registration and Romanian-language competence are all required, and no recruiter can shorten that. Plan healthcare hiring on a materially longer timeline than production hiring. IT and professional services form a smaller but growing segment concentrated in Alba Iulia: developers, IT support, engineers, accountants, and technical and commercial managers. Highly qualified roles carry a higher salary threshold and a labour market test. Still, they are not restricted to a shortage occupations list, which can make them more straightforward than they first appear.

Skilled, Semi-Skilled, and Entry-Level Workers

Alba employers do not all need the same kind of hire. Skilled recruitment covers trades and technical roles where a certificate, licence or demonstrable track record is essential: welders, CNC machinists, maintenance electricians, toolmakers, HGV drivers, chefs. Semi-skilled recruitment covers roles needing relevant experience and the ability to work to a standard, with training on arrival: assembly operatives, machine operators, forklift drivers, finishers. Entry-level recruitment covers roles a motivated candidate can learn on the job, such as production and warehouse labour, packing, cleaning and general site work.

The distinction matters legally as well as commercially. Qualification and experience conditions apply to several categories of foreign worker, and some occupations require a formal recognition certificate. Setting the skill level accurately at briefing stage prevents a file failing later on a point that could have been anticipated.

International Talent Sourcing for Alba Employers

Where a role cannot be filled from the local, national or EU labour market, international sourcing becomes an option. Candidates may be sourced through compliant European and non-European channels, including markets in Europe and Romania’s neighbourhood such as Ukraine, Moldova, Serbia, Albania, Kosovo, North Macedonia, Georgia, Armenia, Bulgaria, Croatia, Latvia and Lithuania; in Asia and Central Asia such as India, Nepal, Bangladesh, Pakistan, Sri Lanka, the Philippines, Vietnam, Indonesia, Kazakhstan, Uzbekistan, Kyrgyzstan, Tajikistan and Azerbaijan; in the Gulf, including candidates already working in the United Arab Emirates, Saudi Arabia, Qatar, Kuwait, Oman and Bahrain; in Africa, including Kenya, Uganda, Ghana, Nigeria, Egypt, Morocco and South Africa; and in Latin America, including Brazil, Colombia and Argentina.

That describes where sourcing may be possible, not where it is guaranteed. Whether candidates can actually be recruited from a given country depends on the employer’s requirements, individual eligibility, the Romanian immigration rules currently in force, the competent consular jurisdiction and its practical capacity, the availability of appropriately authorised recruitment channels in that market, and whether the candidate can obtain the required documents in usable form. Some markets that look attractive on paper prove impractical once legalisation and consular scheduling are examined, and we would rather say so at the outset.

All workers discussed here are recruited for legal employment with a Romanian employer in Alba County. A Romanian work visa and residence document authorise employment in Romania with the employer named in the file, and nowhere else.

Candidate Screening and Verification

Screening is only useful when measured against the real job, so we assess candidates against the employer’s actual job description and standards rather than a generic profile.

• Work history and technical experience relevant to the occupation, with references where the employer requires them.
• Qualifications and recognition. Diplomas and trade certificates, plus an early view on whether formal recognition in Romania will be needed and how long it is likely to take.
• Licences and authorisations for regulated roles, including driving categories, electrical and gas work, lifting equipment and healthcare registration.
• Language, assessed against the actual workplace requirement: a technician who must read Romanian safety documentation has a different threshold from an operative in an established multilingual team.
• Identity and travel documents, including passport validity against the intended contract period.
• Practical and trade assessments where wanted, arranged in the source market or by supervised video assessment.

Screening narrows a field. It does not replace the employer’s judgement, and we do not present it as a guarantee of performance.

Interview and Selection Coordination

Interviews are arranged around the employer’s operating hours. Most Alba employers interview by video call, often in batches, with interpretation where the candidate’s Romanian or English is limited; for technical roles, a practical assessment or structured skills test can be built in. We brief candidates on what the job actually involves shifts, physical demands, working environment, accommodation, deductions so the interview is a genuine two-way conversation. The Romanian employer makes the final selection, sets salary and conditions, and signs the contract. We do not select on theemployer’ss behalf and do not present candidates as pre-approved.

Romania Work-Visa and Immigration Support

Romania’s framework for employing third-country nationals has been rewritten in full. Employment and secondment permits no longer exist, replaced by a single application submitted through the official Government platform, WorkinRomania.gov.ro. The platform has been formally launched and, in its first operational stage, handles employer registration and authorisation, placement-agency authorisation, document submission and case tracking; the authorities have stated that the single-application and residence-extension flows will follow at later stages, so confirm the current position before fixing a timeline. These rules apply to third-country nationals; EU, EEA and Swiss citizens need neither a work visa nor a single application.

The Two Work-Visa Routes

The D/AM1 route covers 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. It is filed directly by the registered employer, with no shortage-of-occupation restriction. For the highly qualified category, the salary must be at least the average gross earnings, and the employer must evidence efforts to fill the vacancy locally or from within the EU through a workforce-availability certificate issued by the county employment agency.

The D/AM2 route covers permanent, seasonal and cross-border workers. The occupation must appear on the national shortage occupations list, the salary must be at least the guaranteed minimum gross base salary, and the single application is submitted by an authorised placement agency on theemployer’ss behalf or directly by an employer holding authorised-employer status. Most Alba production, construction, logistics, hospitality and agricultural recruitment falls under this route.

Employer Registration and the Official Registers

No Alba employer can recruit a third-country national without the correct platform status. Registered employers join the register of employers of foreign nationals; those authorised for direct D/AM2 recruitment also join the register of authorised employers; authorised agencies appear in a public register where their status can be checked. Registration requires no outstanding debts to the state budget and a clean record on specified offences. Authorised-employer status is considerably harder, requiring at least twenty-four months of uninterrupted trading, an average of at least fifty employees in the previous year, a clean health-and-safety and undeclared-work record, and a financial guarantee per worker. A further limit applies to everyone: the number of foreign nationals engaged cannot exceed the average number of employees registered in the previous year per the trade register certificate. This constraint catches out smaller Alba employers planning a large first intake.

Contracts, the Single Application and Consular Formalities

The employer uploads a firm job offer stating occupation, responsibilities, salary, schedule, contract duration, place of work, leave and, where applicable, accommodation and transport. The individual employment contract must reflect that 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. Where an agency is involved, a service provision contract and a tripartite placement contract are also required.

The application is uploaded with travel medical insurance, a criminal-record certificate translated and legalised as required, proof of means of support and a copy of the travel document. The authorities verify the employer, the agency, the working, salary and accommodation conditions, the worker’s eligibility, and compliance with the annual admission quota, which is set by government decision, may be supplemented during the year, and constrains the D/AM2 route most directly. After approval, the worker attends the Romanian mission in person, where biometric data are collected; the visa is granted for ninety days. After entry, the worker applies to the territorial immigration office for the single permit or, for eligible highly qualified workers, the EU Blue Card, before the visa stay expires. None of this can be guaranteed by us or anyone else. Fuller detail sits on our Romania recruitment and work-visa page.

Employer Responsibilities

• Offer the same pay and conditions as a Romanian worker in the same role, and pay salary into theworker’ss bank account rather than in cash.
• Conclude the contract in Romanian and in a language the worker understands, reflecting the firm job offer, and register it in the national employee register.
• Provide induction and health and safety training, and decent accommodation on the stated terms where accommodation forms part of the offer. For seasonal workers, the employer must ensure accommodation; where rent is charged, it must not be excessive relative to net salary and must not be deducted automatically.
• Notify the placement agency and the immigration authority within five working days of an unjustified absence exceeding three consecutive working days, contract termination, or any situation in which the worker is at risk or subject to exploitation.
• Make contracts, salary evidence, accommodation records and residence documents available to the immigration authority, the Labour Inspection and the National Employment Agency on request.
• Provide Romanian-language and integration courses for at least six months from the start of recorded activity, for at least six hours a week.
• Give workers confidential access to complaint and abuse-reporting procedures.
• Never condition employment on a fee, commission or guarantee demanded from the worker. This is prohibited.

Candidate Responsibilities

• Provide accurate, complete and genuine documents. One falsified document ends the process and can affect future applications.
• Hold a travel document valid for the intended contract period, and obtain the criminal-record certificate, medical documentation and qualification evidence the file requires.
• Attend the consular appointment in person and provide biometric data where required.
• Apply for the residence document after arrival within the deadline, and keep the immigration authority informed of any change of address, employer or contract status.
• Work only for the employer named in the file, and understand that changing employer on the worker’s own initiative is generally not possible during the first six months of recorded activity.
• Ask questions before departure. Salary, deductions, shifts, accommodation costs and transport should all be understood before anyone gets on a plane.

Arrival, Accommodation, and Onboarding

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 is issued, reception at Sibiu, Cluj-Napoca or Târgu Mureș, transfer to the workplace or accommodation, and the first days of orientation. Accommodation terms are confirmed against the firm job offer and contract before departure, including any worker contribution. In Alba, the practical questions are usually location and transport: housing in Alba Iulia serving a workplace in Sebeș, or in Sebeș serving a site along the A10, needs a reliable shift transport arrangement rather than an assumption that workers will manage. Employers authorised for direct recruitment are in any case required to organise transport from the point of entry into Romania to the workplace or accommodation, and to inform workers of the relevant conditions at least ten days before arrival in a language they know. Onboarding then covers workplace induction, safety rules, local services, banking and registration practicalities, and preparation of the residence file.

Our Eight-Step Recruitment Process

1. Employer requirement analysis. We document the vacancy in detail, including its location within the county, shift pattern, salary, contract length, experience and language requirements, accommodation, transport and target start date. Outcome: a complete and realistic Alba County hiring brief.
2. Occupation and legal-route review. We check the occupation against the applicable route and the shortage occupations list, theemployer’ss platform status, the headcount limit, and whether an authorised placement agency must be involved. Outcome: a compliant route, or an honest explanation of why the vacancy as specified will not work.
3. Candidate sourcing. Search begins locally and regionally where realistic, then moves to compliant international channels matched to the approved job description. Outcome: a targeted candidate pool.
4. Screening and verification. Experience, qualifications, recognition requirements, licences, references, language and documents are checked against the role. Outcome: a pre-screened shortlist the employer can act on.
5. Employer interview and selection. Interviews and practical assessments are coordinated, with interpretation where needed. The employer decides—outcome: selected candidates and confirmed terms.
6. Contract and document preparation. Firm job offer, bilingual employment contract and its registration, any service and placement contracts, and the candidate’s document file. Outcome: a complete, consistent application file.
7. Visa and immigration coordination. The single application is submitted by the party the law designates, and the candidate is prepared for the consular stage. Outcome: a submitted application and a candidate ready for the mission appointment.
8. Arrival, onboarding and residence support. Travel, reception, transfer, accommodation, induction and preparation of the residence application. Outcome: a lawfully documented employee working under the agreed conditions in Alba County.

Why Alba Employers Choose AtoZ Serwis Plus

• County-level focus. We plan around Alba realities: the Sebeș industrial concentration, the A1 and A10 corridors, mountain-town recruitment difficulty, the absence of a local airport, not a national template.
• Route assessment before sourcing. Checking occupation, platform status and headcount limit before a search starts prevents wasted months.
• Compliance-first working. We coordinate with appropriately authorised partners where the law requires them, and employers can verify any partner in the official public register before signing.
• No fees charged to workers. Charging a worker for a job is prohibited, and we will not participate in any arrangement that does so.
• Defined responsibilities. Employer, candidate, authorised partner and coordinator each receive a written task list and document checklist.
• Realistic communication. Updates reflect the actual status of the file. We do not offer guarantees on visas, permits, quota places, appointments or timelines, because no one lawfully can.

Benefits of Hiring International Workers

• Filling genuine gaps. Where local and EU recruitment has been exhausted, international hiring keeps lines, sites and kitchens running instead of leaving orders unfulfilled.
• Access to specific skills. Welding, machining, maintenance and technical roles are hard to fill quickly in the county; a wider search means a wider skill pool.
• Planning for seasonal peaks. Agriculture, food processing and mountain tourism have predictable seasonal patterns that eligible seasonal routes can support.
• Retention through clarity. Because the framework restricts employer changes during the early months, an accurate offer and decent conditions are now commercially, not just ethically, the right approach.
• Capacity for growth. A stable workforce lets Alba employers accept contracts they would otherwise decline.

Our Role and Responsibilities

AtoZ Serwis Plus provides recruitment coordination and immigration support for employers hiring in Alba County. We document the requirement, coordinate sourcing and screening, organise interviews, prepare and check documentation, coordinate with the employer and appropriately authorised partners, guide candidates through consular requirements, and support arrival and residence formalities where that is part of the agreed service.

The Romanian employer identifies the genuine vacancy, selects the candidate, issues the firm job offer, signs the contract and remains responsible for lawful employment conditions. Where the law assigns the single application to an authorised placement agency or an authorised employer, that party submits it. The Romanian authorities examine the application independently and decide. This division exists to protect both employer and worker, and we work within it rather than around it.

What AtoZ Serwis Plus Does Not Do

We do not hold authorisation as a Romanian foreign-worker placement agency. Where the law requires one, we coordinate with a partner holding that authorisation, and the employer can verify that partner’s status in the official public register before any contract is signed.

We do not issue job offers in our own name, employment contracts on behalf of employers, work visas, work permits, residence permits or government approvals. We do not employ the workers ourselves unless a lawful written agreement expressly says otherwise. We do not guarantee a job, a worker, a visa, a permit, a consular appointment, a processing time, quota availability or a government decision, and we claim no relationship with or influence over any Romanian authority or diplomatic mission. We do not support false documents, misleading job offers, recruitment fees charged to workers, undeclared work, contract substitution, or the use of a Romanian work visa as a route to employment in another country.

Important Disclaimer

AtoZ Serwis Plus provides recruitment coordination and immigration support services. The Romanian employer makes the final hiring decision, and all employment terms, such as salary, hours, deductions, accommodation, and working conditions, come from the genuine employer. They are recorded in the firm job offer and the individual employment contract. The competent Romanian authorities decide visa, work authorisation and residence applications. We do not guarantee jobs, workers, visas, permits, appointments, processing times, quota availability or government approvals. Requirements and outcomes depend on the employer, the worker, the occupation, the nationality, the consular jurisdiction and the circumstances of each case, and the latest official guidance should be checked before any application is submitted.

Start Recruiting in Alba County

Alba’s employers are competing for a workforce that is not getting larger, in a county where industry, construction, food production and tourism draw on the same shrinking local pool. International recruitment is not the answer to every vacancy, and anyone who says otherwise has not read the rules. But where a role genuinely cannot be filled locally, there is a lawful, well-defined route and it works considerably better when the occupation, the employer’s registration status, the contracts and the documents are lined up before the search begins.

If you are an employer in Alba Iulia, Sebeș, Blaj, Cugir, Aiud or anywhere else in the county, we will review your vacancy, tell you which route applies, and tell you plainly if the role as specified will not work. Working with a recruitment agency in Alba County should start with an honest assessment, not a promise.