Tell us which countries you recruit in and which occupations you can screen, and we will reply about cooperation terms.
Botoșani County occupies the north-eastern tip of Romania, between the Siret and the Prut, with Ukraine on its northern edge and the Republic of Moldova across the Prut to the east. Its county statute describes a mostly agricultural territory of two municipalities, five towns and seventy-one communes, with industry concentrated in a few urban centres. For a recruitment agency abroad, that combination shapes everything else on this page: employers are fewer and smaller than in the large university cities, many local people look for work in other EU countries, and the county sits next to two non-EU states whose citizens have their own rules.
This page is written for recruitment agencies abroad, workforce suppliers and recruitment partners who want to know how a cooperation involving a Botoșani employer would be organized.
AtoZ Serwis Plus has no office in Botoșani County, publishes no vacancies here and implies no job order by describing a sector. The sectors below come from the county council statute and AJOFM Botoșani reports, and are listed so screening can be planned, not because any order exists.
The county seat, the municipality of Botoșani, holds the county council on Piața Revoluției, the prefecture, AJOFM Botoșani, ITM Botoșani and the county immigration service. Dorohoi, further north, is the second municipality and has its own AJOFM work point on Strada Poștei. The five towns are Darabani, Săveni, Ștefănești, Bucecea and Flămânzi. AJOFM also maintains work points in Săveni, Darabani and Ștefănești, which tells a partner something useful: jobseekers in the north and east of the county are served locally rather than only from the seat.
The statute counts 163 km of railway with 21 stations and a road network built around national roads DN 24C, DN 28B and DN 29, so many villages depend on buses and private cars. A role described as “in Botoșani” may be in the city itself, in Dorohoi, or near one of the towns. Ask for the exact workplace address and how a worker without a car would get there.
The statute describes road and rail connections, but there is no airport inside the county, so the arrival airport and the onward transfer should be agreed with the employer in each case. Botoșani belongs to the North-East development region, a statistical and planning unit with no say over permits, inspections or job orders. Those stay with the county institutions and national authorities.
The county statute names four industrial branches: food and beverages, textiles and textile products, metal structures and metal products, and machinery and equipment. It also describes agriculture as the dominant land use, with maize, maize, and sunflower on most of the arable area, and forest covering about a tenth of the county.
AJOFM Botoșani’s published activity reporting adds a labour market view. The agency organised a job fair dedicated to the garment trade and met with employers to identify needs in construction, garments, commerce, and courier services. Its training work has included courses in retail, security and waiting staff. Its monthly unemployment releases show that most registered jobseekers live in rural areas, with lower secondary schooling the most common level among them.
The same reports show the reverse flow: AJOFM Botoșani handles requests from residents looking for work abroad through EURES, and it processes unemployment benefit documents for people returning from Spain, Germany, Italy and Austria. A partner should read this plainly: local employers compete with Western EU wages for the same workers, which is one reason an employer here may consider candidates from outside the country. It is not evidence that any particular employer is recruiting.
Sewing work may be paid by piece rate or against a daily target, with long periods at an industrial machine, so ask rather than assume. Screening should establish which machines a candidate has used (lockstitch, overlock, coverstitch), the garment types they produced and whether they worked to a daily norm. A short practical test on the employer’s own machines tells more than a certificate. Ask the employer whether pay depends on output and how the norm is set, and repeat the answer to the candidate in their own language.
Meat, dairy, bakery, and drinks production means cold or humid rooms, early shifts, and enforced hygiene rules. Romanian employers require a medical check before work starts. Screen for previous food-handling experience, tolerance for cold environments,s and willingness to wear protective equipment for a full shift.
Welders, fitters, locksmiths and CNC or lathe operators are the usual profiles in metal fabrication. Ask about the welding processes used (MIG, MAG, TIG, or manual arc), the positions qualified, and whether the candidate can read drawings. A trade test at a recognized centre or at the employer’s site is worth more than a list of past employers.
Field crops are highly mechanized, so the profiles worth preparing are tractor and combine operators, storage staff and mechanics rather than large picking crews. Construction and agriculture both slow in winter. Before sourcing anyone for a seasonal start, check which visa route the employer intends to use, because seasonal hiring of non-EU workers depends on rules explained further down this page.
AJOFM’s mention of courier services matters for partners who supply drivers. Delivery van work may need only a category B licence, but lorry and bus work needs proof of competence: Code 95 on the licence or a driver qualification card, under ARR rules. Haulage abroad adds one more paper: when a Romanian carrier sends a non-EU driver on international routes, ARR issues the firm a driver attestation for that driver. Whether a foreign licence can be exchanged in Romania depends on the issuing country, so the question goes to SPCRPCIV Botoșani before signing an offer.
AtoZ Serwis Plus is not a Romanian placement agency. For permanent, seasonal, and cross-border workers on the M2 route, recruitment must run through an agency authorised by ANOFM or, in exceptional cases, through an authorised employer. Check first whether D/AM2 filings, suspended along with the shortage list, have resumed. For D/AM1 workers, the employer registered on WorkinRomania files the single application itself.
Our role is to coordinate between partner agencies outside Romania and that Romanian side. The Botoșani employer, or its authorized representative, picks the partners it shares each role with. A partner who joins a Botoșani case agrees in advance who advertises, who pre-screens, who checks documents, who organizes interviews and trade tests, who briefs the candidate and who stays in contact after arrival. Set fees, invoicing, and the division of costs in a written agreement before contacting a single candidate.
Partners also need whatever licence their own country requires to recruit for work abroad. A Romanian cooperation does not replace that licence, so keep a copy ready for the Romanian side.
A cooperation case sets up the following checks so the parties agree to carry them out before approaching any candidate.
Where a company has a registered office in Botoșani city but a workshop in Săveni or near Dorohoi, both addresses belong on the order. The workshop decides the commute and where ITM Botoșani inspects.
Because the county borders Ukraine and Moldova, a partner will meet candidates whose status is easy to misread. Many Moldovan candidates also hold Romanian citizenship. Any candidate, whatever the first nationality, who holds a valid Romanian passport or identity card is simply an EU worker, with no visa step at all.
Citizens of Moldova and Ukraine who do not hold Romanian citizenship can be hired full-time on the D/AM1 route, filed directly by the employer, with no shortage list and no quota. People displaced from Ukraine who hold temporary protection in Romania can work without a work visa; AJOFM Botoșani runs a dedicated information service for Ukrainian citizens registered with it. The duration of protection is set at EU level, so check IGI’s current guidance before planning a long assignment.
EU, EEA, and Swiss citizens also need no permit. If they stay longer than three months, they register their residence with the Botoșani county immigration service on Bulevardul Mihai Eminescu and receive a registration certificate. Romania is a full Schengen member, but a Romanian visa or residence permit allows only short visits to other Schengen states and gives no right to work there. Treat any offer that presents a Botoșani job as a way into another EU labour market as a warning sign.
A Government Emergency Ordinance on foreigners’ access to the Romanian labour market replaced the old work authorisation with a single application filed on WorkinRomania, the platform run by the Ministry of Internal Affairs and used by ANOFM, its county agencies, IGI, and the Labour Inspection. Once the application is approved, the candidate lodges the long-stay visa application at a Romanian consulate, using the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) for the form. Appointment systems differ between missions, and nobody can sell or secure one.
The D/AM2 route depends on the shortage list. When a court suspended the order approving that list, D/AM2 filings were suspended, and the platform’s matching functions were switched off. The Ministry of Labour said it would appeal, so check the outcome. A garment or farm role intended for D/AM2 stays on hold until the authorized agency, or WorkinRomania itself, confirms that filings have resumed and that the exact occupation appears on the list in force. Moldovan or Ukrainian full-time hires on D/AM1, postings on D/DT, EU citizens and temporary protection holders are not affected by that suspension.
Within the 90 days for which the long-stay work visa is valid, the worker files for a residence permit for work at the county immigration service in Botoșani. Seasonal visas are shorter, covering the contract and 5 more days, never beyond 90. Candidates should also know that they are tied to the hiring employer for the first six months, unless that employer commits a serious breach, and that a D/AM2 worker who moves on within two years does so through the placement agency.
Pay must be at least the national gross minimum wage, which the Government sets by decision and revises periodically. Take the figure from the latest Ministry of Labour decision or from ITM Botoșani, and ask whether a collective agreement lifts the floor. Pay goes into a bank account, and foreign workers are entitled to equal treatment with Romanian colleagues in the same job.
Under the Labour Code, a normal day is 8 hours and a normal week 40. Overtime included, the week may average no more than 48 hours across the reference period. Extra hours are repaid as time off within 60 days or, where the rota cannot absorb that, with at least 75% on top of basic pay. In garment plants paid partly by output, ask how overtime and norms interact before the candidate signs.
The law lists the only grounds for docking pay, and all deductions together stop at half the net monthly wage. Where an employer lets a room to its own worker, the rent it takes is capped at one quarter of net pay. Every charge for a bed, meals,s or the shift bus must reach the worker in writing before the journey begins. Foreign workers may never be charged commissions, fees, guarantees or deposits for being placed; the employer pays placement costs, and that rule will not be relaxed in any cooperation.
Outside Botoșani city and Dorohoi, settleearly on where workers will live; the employer should provide the accommodation plan in writing: the address, the number of people per room, cooking and washing facilities, the monthly charge (if any), and who pays utilities. Do not describe housing as free unless the employer confirms it in writing.
Local buses in the county seat are run by Eltrans, the municipality’s internal operator, under a contract with the Transport Metropolitan Botoșani intercommunity association. That association groups the municipality with the town of Bucecea and the communes of Bălușeni, Curtești, Mihai Eminescu, Răchiți and Stăuceni, so a workplace near those communes may be reachable by scheduled bus. Elsewhere, ask whether the employer runs its own shift transport, what it costs the worker and whether it matches night shifts.
For a workplace in a small town or village, ask practical questions before the first group arrives: where workers can shop after an evening shift, how they reach Botoșani city or Dorohoi at weekends, and whether anyone on site speaks their language.
A first-round Botoșani file needs very little. For pre-screening that means a CV, contact details and proof of the relevant skill. Identity documents, diplomas, police certificates, and medical papers come later, once an employer has selected the candidate, and only as listed in writing by the employer or the authorized agency. Data handled by the Botoșani employer, the Romanian agency or any EU-based intermediary falls under GDPR, supervised in Romania by ANSPDCP. A sourcing partner in Asia or Africa applies its home data law plus whatever data-sharing clauses the Botoșani cooperation contains. Never ask a candidate to hand over an original passport.
One workable format, if the employer agrees, has two parts. The first is a structured interview, in person or by video, covering experience, availability and what the candidate understands about pay, hours and housing. The second is a practical check: a sewing sample, a weld coupon, a forklift run, or a machine set-up, filmed or observed by the employer’s supervisor. Record the results in the same format for every candidate so the employer can compare them fairly. Candidates should hear clearly that a good interview is not an offer and that no job or visa is promised.CNRED recognizes diplomas for regulated occupations, and health professionals also need recognition and registration with their professional body before they can practise.
Before departure, the worker should have a signed copy of the contract in Romanian and in a language they understand, a written statement of any housing, meal, and transport costs, the employer’s address, and a named contact person. The employer must register the contract in REGES-ONLINE, the electronic employee register kept by the Labour Inspection, no later than the day before work starts.
In the first weeks, the employer gives safety training in a language the worker understands and helps the worker apply to the county immigration service for the residence permit. A short check-in by the partner after the first payslip helps catch problems early, such as unexpected deductions, a different shift pattern or housing that does not match the written statement.
ITM Botoșani, at Aleea General Gheorghe Avrămescu 26A, handles complaints about pay, hours, safety and undeclared work, and the Labour Inspection also accepts online petitions. A worker who is not paid, is asked to work without a registered contract or has a passport withheld should be told how to contact the inspectorate and the immigration service.
In a county where many residents already look west for work, fraudsters target the same hopes. Warning signs include requests for money from candidates, promises of a visa appointment for a fee, job offers with no employer name or address, and offers that present Romania as a stepping stone to Germany or Spain. Stop the case and report it. The cooperation terms state that a case stops if a candidate is asked to pay.
If your agency already recruits machinists, food production staff, welders, or drivers and meets the checks set out above, register as a recruiter partner through our registration page. Please tell us which countries you recruit in, which occupations you can screen properly, and how you test skills. When a Botoșani employer or an authorised agency decides to share a role with you, we will put the order, route, and responsibilities in writing first. You can find background on the wider country on our Romania recruiter page.
Register as a recruiter partner and tell us how you screen machinists, food staff, welders or drivers. Roles are shared only when an employer or authorised agency decides to.
No. AtoZ Serwis Plus does not operate an office in Botoșani County, does not list vacancies for it and does not imply a job order by describing local sectors. Any cooperation starts with an employer or authorized agency that decides to share a role, followed by written terms.
The statute published by Consiliul Județean Botoșani names food and beverages, textiles and textile products, metal structures and metal products, and machinery and equipment as industrial branches. It describes agriculture, mainly cereals, maize, and sunflower, as the dominant land use across the county.
Dorohoi is the second municipality. The five towns are Darabani, Săveni, Ștefănești, Bucecea and Flămânzi, and the rest of the county is made up of seventy-one communes. Ask any employer for the exact workplace address, because a job described as being in Botoșani may be in one of these places.
The county employment agency is at Strada Colonel Tomoroveanu 2 in Botoșani city. It also keeps work points in Dorohoi, Săveni, Darabani and Ștefănești and its page on anofm.ro gives contacts for each point.
A D/AM2 hire cannot proceed unless the post has been notified as vacant to AJOFM Botoșani and the occupation sits on the shortage list in force. Ask the employer or the authorized placement agency for evidence of that declaration before approaching any candidate, and check that D/AM2 filings suspended with the list have resumed.
AJOFM Botoșani reports show residents asking for work abroad through EURES and returning from Spain, Germany, Italy and Austria. Local employers therefore compete with Western EU pay for the same people. That context explains interest in wider sourcing, but it does not prove that a particular employer has an order.
The agency has organized a job fair dedicated to garment production and met with employers to identify needs in construction, garments, commerce, and courier work. These are signals about established activity in the county, not a list of open positions or a promise of orders.
Ask which machines the candidate has run, such as lockstitch, overlock, or coverstitch; which garments they produced; and whether they worked to a daily norm. Then arrange a short practical test on theemployer’ss machines, because a sample seam shows more than a certificate.
Some plants combine a basic wage with targets or piece rates. Ask the employer how the norm is set, how overtime interacts with it and what happens if the norm is missed. Pay can never fall below the national gross minimum wage, regardless of the pay system.
Meat, dairy, bakery and drinks production involves cold or humid rooms, early starts and strict hygiene rules. A medical check is required before work begins. Screen for previous food-handling experience and make sure candidates understand the temperature and protective-equipment requirements.
The statute lists metal structures, metal products and machinery, which usually means welders, fitters, locksmiths and machine operators. Ask for welding processes and positions, drawing reading and machines used, and arrange a weld coupon or set-up test observed by the employer.
Field crops dominate local agriculture and are largely mechanized, so experienced tractor drivers, combine operators, storage staff, and mechanics are the more realistic profiles. No sector entry means an order exists.
Only for occupations on the shortage list in force, through the D/AM2 route, and for up to 180 days in any 12 months. D/AM2 filings were suspended when a court suspended the list, so confirm on WorkinRomania that filings have resumed before planning a season.
The county statute describes national roads, county roads and a rail network but no airport inside the county. Agree the arrival airport and the onward transfer with the employer for each group, and put the arrangement in the written pre-departure information.
Eltrans, themunicipality’ss internal operator, runs scheduled buses under a contract with the Transport Metropolitan Botoșani association. Its members include Bucecea and the communes of Bălușeni, Curtești, Mihai Eminescu, Răchiți and Stăuceni. Elsewhere, ask whether the employer provides transport for shifts.
Ask for the address, the number of people per room, kitchen and washing facilities, the monthly charge and utilities. Rental stock is thinner outside the two municipalities, so the employer must provide a written plan, and rent may not exceed a quarter of net pay.
At the Botoșani County Immigration Service of IGI, on Bulevardul Mihai Eminescu in the city. The worker applies after arriving on a long-stay work visa, while the 90-day visa is still valid. The employer normally helps prepare the file.
EU, EEA and Swiss citizens need no work permit. After three months in the country, they obtain a registration certificate from the immigration service on Bulevardul Mihai Eminescu. Their employment contract is still registered in REGES-ONLINE like any other.
Yes, on a full-time contract, they fall under D/AM1, which the registered employer files directly without the shortage list or the quota. Many Moldovans also hold Romanian citizenship, and with a valid Romanian document, they work as EU citizens without a visa.
Ukrainian citizens hired full-time can use D/AM1. Those holding temporary protection in Romania can work without a work visa, and AJOFM Botoșani offers an information service for Ukrainian citizens registered with it. Dual nationals holding Romanian citizenship work as EU citizens.
No. Romania is a full Schengen member so that the holder may make short visits to other Schengen states, but the permit authorises work only in Romania. Treat any offer that presents a Botoșani job as a route to Germany, Spain, or Italy as a warning sign.
ITM Botoșani, at Aleea General Gheorghe Avrămescu 26A, handles pay, working time, safety, and undeclared work. The Labour Inspection also accepts online petitions. Give every worker these contact details before departure, in a language they understand.
The Direcția Județeană de Statistică Botoșani, part of the National Institute of Statistics, publishes a monthly statistical bulletin and a county yearbook. AJOFM Botoșani publishes registered unemployment figures. Quote current figures from those sources rather than older documents.
Yes. AJOFM Botoșani has a training centre on Strada Unirii, and its activity reporting lists courses for retail, security and waiting staff. These courses serve jobseekers registered in the county and are not a pathway arranged for candidates from abroad.
Instituția Prefectului, Județul Botoșani is the office through which the prefect acts for the Government and checks that local administrative acts are lawful. The prefecture does not issue work visas or residence permits; these are handled by the platform, consulates, and IGI.
Consiliul Județean Botoșani, at Piața Revoluției 1 to 3, publishes the county statute describing towns, roads and industrial branches, and it runs cross-border projects with Ukraine and Moldova. It does not hanauthorizationtion or individual job orders.
Search the National Trade Register Office records for the company’s registered office, fiscal code and main activity. Compare them with the workplace address and the role on the order. A mismatch, such as a retail code for a sewing workshop, needs a written explanation.
The employer must be registered on the platform. Expect the platform to reject a firm with under a year of genuine trading, unpaid taxes, recent fines for undeclared work or other labour breaches, or relevant convictions. To file D/AM2 cases without an agency, the firm would also need authorised-employer status, and D/AM2 filings would first have to be confirmed as resumed.
No. Our role in Botoșani cases is coordination, because AtoZ Serwis Plus is not a Romanian placement agency. A placement agency authorised by ANOFM or an authorised employer files D/AM2 applications, and the registered employer files D/AM1 applications. AtoZ coordinates partner agencies abroad with the Romanian side, and D/AM2 filings suspended due to the shortage list must first be confirmed as resumed.
Check that the agency appears in the WorkinRomania register with a current authorisation, and ask for written confirmation that it acts for the named employer. An agency that cannot show both should not receive candidate details.
The employer’s name and workplace address, the occupation with its COR code, shifts, gross pay basis, housing and transport arrangements, every deduction, and the intended visa route. A draft employment contract in Romanian and theworker’ss language should arrive with the order.
No. Romanian rules prohibit charging foreign workers commissions, fees, taxes, guarantees, or deposits, and the employer pays placement costs. Any cooperation in which a candidate has been asked to pay ends there.
The Labour Code sets the standard at an 8-hour day and a 40-hour week, and overtime may raise the average to 48 hours at most. Ask the employer for the shift rota, so candidates know whether nights and weekends are involved.
The Labour Code requires hours to be paid back as paid time off within 60 days; if not, the employer must add at least 75% of basic salary for each extra hour. Ask how overtime is recorded, especially in plants that also use output targets.
Only those the law allows, and never more than half of net monthly pay in total. A room supplied by the employer costs the worker no more than one quarter of net pay. All housing, meal and transport costs must be stated in writing before the worker leaves home.
Botoșani has no wage floor of its own; the Government’s national minimum decision applies, and it is revised periodically. Ask ITM Botoșani or read the latest Ministry of Labour decision before quoting any pay figure to a candidate.
The contract must be in both Romanian and a language the worker understands, and a Romanian-only contract exposes the employer to a fine. A Botoșani employer then registers it in REGES-ONLINE no later than the day before work starts.
Not during the first six months of activity, save where the Botoșani employer has committed a serious breach. A D/AM2 worker who wants to move within the first two years does so through the placement agency that handled the hire; check with that agency how a move would work. A candidate expecting to move to a better-paid plant in Iași after a few weeks needs to hear this early.
A CV, contact details and evidence of the skill being screened are enough. Identity documents, diplomas, police certificates, a nd medical papers come later, once the employer selects the candidate, following the written list from the employer-authorised agency. Never take or hold an original passport.
Yesr the Botoșani employer, the Romanianaagencycy and any EU-basediintermediaryr whose processing ANSPDCP supervises. A partner based outside the EU is bound by its own national data law and by the data clauses written into the cooperation.
One option, if the employer agrees, is a structured interview first, in person or by video, covering experience, availability and understanding of pay, hours and housing. Then a practical test such as a sewing sample, a weld coupon or a machine set-up, observed by the employer’s supervisor and scored in a common format.
Proof of competence means Code 95 on the licence or a driver qualification card, both under ARR rules. If a Romanian haulier sends a non-EU driver on international routes, ARR issues the firm a driver attestation. Whether a foreign licence can be exchanged depends on the issuing country, so ask SPCRPCIV Botoșani first.
Dorohoi, the county’s second municipality, has an AJOFM Botoșani work point on Strada Poștei. ITM, the county immigration service and the prefecture are in Botoșani city, so a worker based in Dorohoi travels there for a residence permit appointment. Agree with the employer, who arranges that trip.
North-eastern Romania has cold winters, and the county is largely agricultural with outdoor work in construction and farming. Brief candidates on warm clothing, home heating, and how winter affects outdoor schedules, and ask the employer what it provides.
Sometimes. The county statute records 163 km of railway with 21 stations, alongside national roads DN 24C, DN 28B and DN 29. Check whether the workplace is near a station and whether train times fit the shift; otherwise ask about the employer’s own shift transport.
The passport with the long-stay visa, a signed bilingual contract, a written statement of housing, meal, and transport costs, the employer’s address, and a named contact. Copies stored separately help if a document is lost on the way.
The employer provides safety training in a language the worker understands, registers the contract in REGES-ONLINE no later than the day before work starts, and helps with the residence permit application at the county immigration service. A partner check-in after the first payslip helps catch problems early.
Requests for money from candidates, paid promises of consulate appointments, offers with no employer name or address, and offers framed as a route to work in Western Europe. Stop the case, keep the evidence and report it to the authorities.
No. Consular appointments depend on each mission’s system, and nobody can sell or secure one. The candidate completes the form on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) and books through the official channel used by the consulate where they apply.
The county statute places Moldova across the Prut and mentions Stânca on routes towards Moldova. Cross-border work under D/AM2 is limited to shortage occupations within the quota, so check whether D/AM2 filings have resumed, the route, the crossing point and the daily journey with the employer.
Complete the form on our recruiter registration page, stating your countries, the occupations you screen and how you test skills. Botoșani roles are shared only when the authorised agency decides to, with responsibilities in writing first.
None, honestly. Garment, food, metal and driving roles in Botoșani all depend on practical ability that a CV cannot show. Build a reliable trade test before offering candidates for any of these occupations.
Our Romania recruiter page covers the national framework. For the official position, consult WorkinRomania, the Ministry of Labour, IGI and the Labour Inspection, because rules on the shortage list and platform functions can change at short notice.
Copyright © 2009-2026 AtoZ Serwis Plus. All Rights Reserved.