Give your licence details, source countries and trades, and we will contact you if a suitable, verified request arises.
Salgótarján, the seat of Nógrád County, is a small industrial town in northern Hungary, near the Slovak border. Its council describes a past built on steelmaking, glass, and engineering; a present centred on an industrial park and public services; and a workforce long used to commuting. For an agency abroad, this means it would handle any request individually and weigh it against permit rules and the local labour market before partners hear of it.
Hungarian immigration law reinforces that caution. Applications for the guest-worker residence permit are no longer accepted because the government decree meant to name eligible countries lists no countries. Holders of a earlier permit may keep it until its expiry date and apply for an extension under the rules in force when it was granted, but no new recruitment can rely on it. The other mainstream route, the residence permit for employment, admits only citizens of a few countries that a government decree selects from among states with a readmission agreement or a comparable return commitment. That decree lists Georgia, the Philippines and Armenia. Partners must check the list in force on oif.gov.hu each time they discussthey discuss a Salgótarján candidate.
Taken together, a Salgótarján cooperation would be limited to:
AtoZ Serwis Plus would act for a Salgótarján employer only if a suitable, verified request arises. It can't promise volume, and a partner agency should treat any request as a one-off.
The council’s economic development strategy, published on its public data site, gives the clearest official account. It describes Salgótarján as an important industrial town whose large steel, alloy, foundry, and glass works closed or reorganised after the change of economic system, leaving brownfield sites the council wants to redevelop. The strategy describes industry as the largest employerlargest employer, alongside public administration, health and social care, retail, vehicle rrepair, and education.
The Salgótarján Industrial Park, in the south of the town, is the main modern location. The strategy lists activities there such as vehicle electronics manufacturing, electric motor production and exhaust silencer production, all connected to the automotive supply chain. It also describes a business base made up mainly of micro and small firms.
The Nógrád County Government Office adds another perspective through its job fairs. Its notice for the autumn fair in Salgótarján lists larger regional employers from manufacturing, engineering and automotive supply, energy and renewables, medical products, logistics and transport, call centres and the uniformed services.
From these sources, the candidate profiles that could become relevant are:
Each of these is a possibility for partners to confirm against a real request; none signals demand. The council’s interest in redeveloping former steel and glass sites could, in time, bring construction or new industrial activity. Still, partners should wait for a concrete, written request rather than anticipate one. County statistics are best taken directly from the Hungarian Central Statistical Office, KSH.
Where a labour market test applies, the county government office checks whether suitable registered jobseekers are available first, and reports before the immigration authority decides anything; some posts are exempt. In practice, the employer submits a labour demand, and the office checks its register. Separately, the Nógrád County Government Office runs job fairs in the county, organised aroundemployers’' needs, and has reported programmes that support local jobseekers.
For a partner agency, this has a practical consequence: a Salgótarján request could close at the test stage, and partners would ask the employer early whether the test applies to the chosen route. Any request that treats foreign candidates as a cheaper substitute would be declined. Any request that reached partners would most likely concern skills the employer could not find locally, not general labour.
It also changes what a good partner looks like. An agency that can document scarce technical skills, candidly explain Hungarian conditions, and accept that a request may close after the government office refers local jobseekers would suit Salgótarján. An agency that measures success by headcount would not. Patience is part of the model: employers may need time to complete their own local search before they can even confirm they want a foreign candidate. Partners would keep candidates informed rather than raise hopes early.
Six routes matter for partner agencies in Nógrád, each with its own gate:
Above the employment-purpose gate sits an annual national cap, so even a candidate who passes every condition may wait or be turned down. A Salgótarján case would move through these stages: written request, employer checks, the labour demand and test at the Nógrád County Government Office where one applies, shortlisting, application at a Hungarian consulate or via Enter Hungary, decision, entry visa and arrival. Changing employer afterwards requires a new permit decision, requested from inside Hungary.
Hungary’s government has instructed ministries to review all rules on employing non-EU citizens. Partners must therefore consult oif.gov.hu before each Salgótarján plan moves forward.
Holders of an EU, EEA, or Swiss passport may sign a Salgótarján contract without a work permit. If the stay runs beyond 90 days, the next step is to obtain a registration certificate by declaring the address to the immigration authority. Agencies with access to EU candidates in technical trades would find this the most workable option, and possibly the only one for some posts.
For candidates from elsewhere, three limits apply and would be explained at the start:
The council strategy describes a mainly small-firm business base, so verification would always come before sourcing. For each request, the parties would agree to:
For micro and small firms, the checks may raise practical questions rather than raise doubts about intent. Does the firm have someone who can handle immigration notifications? Has it prepared housing for the whole contract? Can it explain shift times in writing? The parties would expect clear answers to these questions before contacting a single candidate, and a firm unable to t rprovide them should resolve them first.
Responsibilities, in one paragraph. AtoZ Serwis Plus is not a Hungarian registered employment agency, nor a registered temporary work agency, and does not have an office in Hungary; readers should infer no Salgótarján vacancy, client or job order from anything written here. The Hungarian employer is legally responsible for the employment. If a Hungarian agency were to join, it would first need to register with the government office, andonly a few routes are available for qualified temporary work agencies, whichmust ass stricter tests to enter their own register. The national employment service, NFSZ, publishes the list of registered agencies on nfsz.munka.hu.
Once a rrequest passesthe checks, the partner aagency describesthe post honestly, including the single-employer tie, the absence of family rreunificationn and the time limit.
Screening begins with a CV and evidence of the decisive skill: an electrician’s qualification, a welding test record, or a technical diploma. The candidate keeps passports, birth certificates, and similar documents are collected until the Salgótarján employer hands over its own written list for the permit stage.
Hungary’s Information Act and the GDPR govern how these files are handled, and Hungary’s data protection authority, NAIH, can investigate complaints about them. A partner outside the EU would receive Nógrád candidate files from the EU side only under a written GDPR transfer arrangement, usually using standard contractual clauses.
Hungarian law leaves no room for private employment agencies to charge a jobseeker a fee or expense. AtoZ Serwis Plus holds every partner to the same standard and never charges candidates; any agency that does would be excluded.
Since the job fair notice mentions driving and transport posts, drivers deserve a word. Hungarian lorry and bus drivers need a GKI certificate, the Union equivalent of Code 95, and candidates can choose an English or Russian theory paper. After a period of residence, a licence from a non-EU country must be exchanged; partners would check the conditions with the government office. The government offices’ transport authority issues driver cards for the tachograph, but only to people who normally reside in Hungary. Any Nógrád haulier sending a non-EU driver on cross-border jobs under its EU Community licence must also obtain a driver attestation in that driver’s name.
Interviews would be held by video and limited to the requirements the employer has written down. If the line requires Hungarian or English, the interview would test that level as it really is.
Practical skills would be proved in practice: an electrician tracing a fault on camera, a welder producing a test piece at an accredited centre, an assembler completing a timed task. For engineers, a technical interview and, where the Blue Card is in view, confirmation that the degree is recognised would come first.
Hypothetical example: an electric motor manufacturer in the Salgótarján Industrial Park, unable to fill a maintenance post through the government office, asks for one experienced electrician. A partner proposes two Georgian candidates, the employer sets a recorded fault-finding task, and only the candidate who passes is asked for the documents on the permit list.
Tests would be arranged so that candidates bear no cost and lose as little working time as possible. The employer would confirm who assesses the result, how long the decision takes and whether a near miss could lead to a second attempt. Results would be kept only as long as the selection requires.
Hungary’allour Code governs all employment in Salgótarján, awithreign worker with a valid permit stands on equal footing with including payaff, including pay. Candidates would be told:
The written offer would set out gross pay, hours, shift surchargesss and any planned deductions, line bylinen,e so the candidate can compare it with the contract signed in Salgótarján.
Proof of an address in Hungary is required for every work-related permit: a tenancy, a property deed,ed or the employer’s written undertaking to house the worker. If the worker changes address later, they must inform the immigration authority quickly.
For any Salgótarján offer, partners would ask for the address, how many people share each room, photos and the monthly cost or deduction. Partners would not tell a candidate that a room costs nothing unless the employer has put that in writing.
Transport needs particular thought here. The council’s strategy describes a town reached by Main Road 21, which links to the M3 motorway at Hatvan, and a single-track, non-electrified railway towards Hatvan and the border at Somoskőújfalu, which it describes as being in poor condition. It also reports that many residents commute to work elsewhere, and recommends better local bus links for people working at companies in the town. A partner would therefore ask whether the employer runs a shuttle, how workers reach the industrial park for early and night shifts, and how long the journey from housing takes.
Because many local people already travel out of town for work, workers recruited from abroad would rely on the same buses and trains at shift times. The employer’s answer on transport therefore matters as much as the wage, and partners would pass it on to candidates in full, including what happens when a late shift ends after the last bus.
Before departure, every worker would hold a short written guide in their own language, or one they read comfortably, listing the Salgótarján employer, post and site as they appear on the permit, the gross wage, the working pattern, every deduction, the housing and a named contact for the day of arrival.
The employer’s obligations start before the worker does. It confirms that the permit carries the worker's name, the right post, and the right site; keeps a copy on file; and logs four kinds of events on the immigration authority’s electronic platform: the first day, a failure to appear, the last day, and any change of terms. The OIF guidance for employers describes the procedure. Registration with NAV is a separate duty. Penalties for breaches are significant, and they can reach every firm in a contracting chain.
Anyone working in Salgótarján with a grievance about pay, hours,, or safety may contact the employment supervision authority at the Nógrád County Government Office. The office charges nothingto handleg a complaint, accepts it at the desk, by lette,r or online, and does not revealthe complainant's identityd without consent.
In danger, dial 112. The national crisis line for trafficking, OKIT (National Crisis Management and Information Hotline), answers free of charge at any hour for people exposed to trafficking or labour exploitation, and the employment supervision authority takes reports of abuse. Partners would treat an offer for Salgótarján as suspect if it hides the legal employer, mentions guest-worker permits, asks candidates to pay, or contradicts the written contract; partners would report it.
Partners would also tell candidates never to surrender a passport to a recruiter, never to sign a debt or loan linked to a job offer, and to keep their own copies of the contract and payslips.
In the first weeks, the agency that found the worker would stay in regular contact, compare payslips, hours, and housing with the offer, and raise any gaps with the employer straight away.
If your agency is licensed at home and can offer electricians, welders, assemblers, engineers or drivers within the routes described, you are welcome to introduce your agency. Please list your source countries, trades and how you make sure candidates pay nothing.
SIfa suitable, verified request aarisesfrom a Salgótarján employer, we wwillcontact partners whose pprofiles match For the wider national picture, visit the Hungary recruiter page.
Licensed agencies with technical, production or driving candidates can share their details. A Salgótarján employer's request would be verified before any partner is contacted.
Only within narrow limits. With the guest-worker permit closed, a Salgótarján cooperation could cover citizens of the decree countries, degree or designated-qualification holders, seasonal rural work in Nógrád and EU or EEA candidates. Any request would be handled individually.
Citizens of the countries listed in the government decree, which includes Georgia, the Philippines, and Armenia, are subject to a readmission or return arrangement. The government can amend the decree, so consult oif.gov.hu before any Salgótarján candidate.
Not for new workers. The decree names no eligible country, so no one can lodge an application. Workers who already hold the permit may keep it until it expires and may apply to extend it under the earlier rules.
Salgótarján is the seat of Nógrád County in northern Hungary, near the Slovak border. The Nógrád County Government Office, which handles employment matters and the labour market test, is based in the town.
The council’s strategy describes an industrial history in steel, alloys, foundry work, and glass, and identifies industry as the largest employer, alongside public administration, health and social care, retail, vehicle repair, and education.
According to the council’s strategy, activities there include vehicle electronics manufacturing, electric motor production, and exhaust silencer production. The park lies in the south of the town and is the main modern business location.
Former steel, alloy, foundry and glass works that closed or were reorganised. The council’s strategy identifies them for redevelopment, meaning construction or new industry could follow, but no request should be assumed.
The government office notice lists larger regional employers in manufacturing, engineering and automotive supply, energy and renewables, medical products, logistics and transport, call centres and the uniformed services. Attendance says nothing about foreign recruitment.
Where a labour market test applies, the Nógrád County Government Office first checks whether suitable registered jobseekers are available, and only then may the immigration authority decide. The employer files the labour demand, and some posts are exempt, so partners would ask a Salgótarján employer whether the route applies.
Where a labour market test applies, the employer files it with the government office’s employment department, together with the permit application or shortly before. Partners would ask whether they've done that and what the result was before sourcing anyone.
Possibly production operators, maintenance electricians, welders, engineers and drivers, given the industrial park activities and the job fair sectors. These are possibilities to confirm against a written request, not a statement of demand.
Only if the qualification appears on the government’s designated list; the Hungarian Card also covers athletes, performers and film staff. A Salgótarján employer would check the list on official pages before considering this route.
Someone with a degree that Hungary recognises and a contract paying at least the statutory Blue Card salary, for instance, an electronics or production engineer. The immigration authority decides each case.
If a farm, forestry business, or fishery in Nógrád County makes a verified request, the seasonal permit can be granted for up to six months in twelve. Factory or warehouse peaks in Salgótarján never count as seasonal work.
Yes. Every employment-purpose permit counts against one cap for the whole country each year, so even a qualifying candidate for a Salgótarján post may face a wait or a refusal.
Up to two years, extendable once. The permit is tied to one employer, post, and workplace, and the time spent on it never counts toward Hungary’s residence card for long-term residents.
No. The employment-purpose permit does not allow family reunification, and the holder cannot switch to another category while in Hungary. Candidates would learn this at the first conversation.
The immigration authority must first issue a new decision, based on an application made in Hungary, covering the new employer, post, or site. Until then, the worker may work only for the employer already named on the permit. Do EU nationals need a permit to work in Salgótarján?
No. Citizens of EU and EEA countries and of Switzerland need none. If they stay in Hungary past 90 days, they must declare their address to the immigration authority and receive a registration certificate.
No. A Hungarian permit allows short visits elsewhere in Schengen, but a job in another member state, however close to Salgótarján, requires that state’s own authorisation.
No. Short stays in the Schengen area, with or without a visa, exclude work. The permit must be granted before the worker starts, and the employer must check it before the first day.
Compare the permit with hethe company name, position, and site;; file a copy;; notify NAV;; and recording the first working day through the immigration authority's online notification system.
The employer must report a failure to appear, the last day of work, and any change of terms, all logged on the immigration authority’s platform. NAV registration does not cover these, and omissions can result in heavy fines.
Liability can extend through the contracting chain so that a main contractor may share responsibility. For a Salgótarján site, partners would ask which firm is the legal employer before presenting candidates.
It is not registered with any Hungarian agency register and has no Hungarian approval of any kind. The Salgótarján employer remains responsible for the employment, and a Hungarian agency can only be part of a case after registering with the government office.
Entry on a separate register for qualified temporary work agencies, which admits only agencies that pass strict tests covering trained staff, a large frozen deposit, the size of their workforce and their tax record. Some routes allow only such agencies, and partners would officially check that status.
By searching the company register, checking its tax number in NAV databases, requesting written confirmation with full details, asking about its labour demand, and holding a video meeting, with a site visit where needed.
No. Hungarian rules forbid private employment agencies tfrom askingjobseekers for any fee or expense, and every AtoZ Serwis Plus cooperation refuses payments from candidates outright. A partner taking such payments would be excluded.
A CV and evidence of the decisive skill, such as an electrician’s qualification or a welding test record. Identity papers wait until the Salgótarján employer provides its written list for the permit.
Hungary’s Information Act applies alongside the GDPR, and NAIH can act on complaints. A partner outside the EU would get Nógrád files from the EU side only after a written GDPR transfer arrangement, normally standard contractual clauses.
Under the Labour Code, that's eight hours a day and forty a week. Overtime has an annual ceiling and earns either a surcharge or rest in exchange, while night, rotating-shift, Sunday and holiday work bring extra pay.
Two floors are set by government decree: the general minimum wage and a higher level for jobs that require a school-leaving certificate or trade training. Skilled posts in Salgótarján may come under the higher one, depending on the job.
A deduction is lawful only with a legal basis or the worker’s consent, and never beyond legal limits. Every payslip lists them, and housing or transport charges would appear in the offer before travel.
The Labour Code guarantees at least 20 paid working days of holiday a year, with more for older workers and in certain personal situations. Foreign staff accrue leave the same way as Hungarian colleagues.
Yes. The Labour Code requires equal treatment, in particular in pay. A Salgótarján request offering less because of nationality would not go ahead.
A tenancy agreement, property deed, or written housing undertaking from the employer showing where the worker will live in Hungary. A later move has to reach the immigration authority quickly.
Not unless the employer states that in writing. Without such a statement, partners would ask for the cost or deduction, room-sharing details and photos before any Salgótarján offer reaches a candidate.
The council’s strategy recommends better local bus links for people working at companies in the town, so partners would ask whether the employer runs a shuttle and how early and night shifts can be reached from the housing.
The council’s strategy describes Main Road 21 linking the town to the M3 motorway at Hatvan, and a single-track, non-electrified railway towards Hatvan and the border, which it describes as in poor condition.
The council’s strategy reports that many residents commute to jobs elsewhere. That shapes the local labour pool and the transport questions partners would ask, since workers recruited from abroad would rely on the same buses and trains at shift times.
A GKI certificate equivalent to Code 95, with an English or Russian theory paper, is possible. A non-EU licence must be exchanged after a period of residence, on conditions confirmed with the government office, and tachograph driver cards depend on normal residence in Hungary.
A driver attestation, which a Hungarian haulier must hold for each non-EU driver it puts on cross-border work under an EU Community licence. The haulier would confirm it holds one before aproposing ny such driver
Through practical tasks: a recorded fault-finding exercise, a welding test piece at an accredited centre or a timed assembly task. The employer defines the standard in writing beforehand.
It depends on the post. A line job might work with basic English, while a shift leader might need Hungarian. The interview would check whatever level the Salgótarján employer specifies, without coaching.
Only those named on the employer’s written list: possibly a passport, qualification papers, health insurance, evidence of funds and the accommodation document. Nothing is collected before selection.
A short written guide in a language the worker reads comfortably, naming the employer, post, and site from the permit, and setting out wage, hours, deductions, housing, and whom to call on arrival.
To the employment supervision authority of the Nógrád County Government Offsed in Salgótarján. It handles complaints free of charge, whether lodged at the desk, by letter, or online, and keeps the complainant’s name confidential by default.
For immediate danger, calls 112. The OKIT crisis hotline answers at any hour without charge for victims of trafficking and exploitation, and the employment supervision authority takes reports of employer abuse.
Typical signs: no identifiable legal employer, talk of guest-worker permits, money demanded from candidates, or a contract that contradicts the advert. Such offers would be reported, not circulated.
No. AtoZ Serwis Plus does not have an office in Hungary, and readers should infer no vacancies, job orders or existing partners in Salgótarján from this page. Any cooperation would begin with a verified written request from an employer.
Only if the employer has signed a government agreement for one defined project and holds advance group approval for it, those permits follow the project, and written proof of approval would be needed first.
Fill out the recruiter registration form, including licence details, the countries you recruit from, and the trades covered. AtoZ Serwis Pluswille contactyou if a suitable, verified request arises in Salgótarján.
No. Nationality rules, a yearly cap, and a labour market test where one applies and the immigration authority all stand between a request and a permit. No one can promise a number of placements for Salgótarján, and any request would be assessed on its own merits.
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