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Brașov County, whose seat is the city of Brașov, has manufacturing as its largest employer, according to the county statisticsdirectorate’ss series, with trade, construction, logistics, and mountain hospitality behind it. This page is written for recruitment agencies abroad, workforce suppliers,s and recruitment partners who want to cooperate with AtoZ Serwis Plus on employer-related requests here, and it sets out which local facts should shape that work.
AtoZ Serwis Plus has no office anywhere in the county; nothing on this page is a vacancy notice, and no employer named or implied here has placed an order with us.
Beyond the urban zone, the county employment agency keeps local work points in Făgăraș (with a mobile office for Victoria), Zărnești, Râșnov, Codlea, Rupea and Săcele. Făgăraș and Victoria lie in the west of the county, Rupea in the north, and none of them is a short hop from the seat by public transport. A workplace in a commune outside the city is“"near Brașov”, not “in Brașov”, and the job order should say which.
AJOFM’s Centre region labour market analysis also lists an international airport in Ghimbav among the region's airports. Arrivals by air may therefore land within the county itself; check routes and connections with the airport before planning a group arrival. The Centre development region (Alba, Brașov, Covasna, Harghita, Mureș and Sibiu) is a statistical and planning unit only. County institutions and national authorities handle permits, inspections, and registrations.
The county statistics directorate publishes the average number of employed persons by economic activity. In its series, manufacturing is by a wide margin the largest employer, followed by wholesale and retail trade. Construction, transport and storage, education, and hotels and restaurants form the next tier. Agriculture employs comparatively few people. AJOFM’s Centre region labour market analysis adds detail on manufacturing: the regional industrial profile is shaped by automotive components and subassemblies, and it records an aeronautical industry concentrated around the county seat.
Component work here can mean machining, assembly, quality inspection or machine setup, and the employer’s order should state whether the site runs continuous or multi-shift patterns. Useful screening questions are concrete: which machines and controllers the candidate has run, whether they can read a technical drawing and use a calliper or micrometre, and how they have handled night shifts before.
Aeronautical roles are a narrow, documented niche. Expect employers to demand proof of specific training, traceable work records, and sometimes security vetting. Source only against a written order that names the qualification.
Warehouse roles call for forklift experience, scanner use and comfort with cold or dusty environments. Driving roles depend on licence category and on proof of professional competence, meaning Code 95 on the licence or a driver qualification card. When a haulier based in the county sends a non-EU driver on international routes, the Romanian Road Authority (ARR) issues a driver attestation for the driver. WBefore any offer, askSPCRPCIV Brașov, the county driving licence and vehicle registration service, bwhether a foreign licence can be exchanged
Construction is one of the county’s larger employers. Ask about formwork, steel fixing, finishing or machine operation separately, because a general “construction worker” label hides very different skills. Outdoor work in a mountain county slows in hard winters, so ask the employer how they organise winter months.
AJOFM’s Centre region labour market analysis names Poiana Brașov among the region’s tourist attractions, and official employment data shows hotels and restaurants as a sizeable employer in the county. Hospitality demand follows the winter and summer seasons. Tell candidates whether a post is year-round or seasonal, and whether it is in the city, in Poiana Brașov or in Predeal.
One more signal deserves attention. AJOFM’s Centre region labour market analysis shows unskilled packaging work as one of the most common occupations among registered jobseekers in the county. A request for unskilled packers from abroad therefore raises the question of what the employer has already tried locally, and whether the occupation fits the available route.
AtoZ Serwis Plus is not a Romanian placement agency. D/AM2 recruitment of non-EU workers runs through a Romanian placement agency authorised by ANOFM, or through an employer that holds authorised-employer status, once the filing party confirms that suspended D/AM2 filings have resumed. For D/AM1, the registered employer files on its own account. Our role is to coordinate between partner agencies abroad and the Romanian side, under written agreements.
In practice, a case has four parties: the employer, the Romanian filing party (the employer or the authorised agency), the partner agency in the candidate’s country, and AtoZ Serwis Plus as coordinator. The employer or the authorised agency acting for it decides which roles reach a partner and which partner handles them. Before approaching any candidate, the parties agree who sources, who screens, who checks documents, who arranges interviews, who files on WorkinRomania, and who supports the worker after arrival. A written agreement sets out money, deadlines, and who handles each task, signed before a single advertisement runs.
Partner agencies also follow their own country's licensing and advertising rules.
Sourcing starts only after the route is known. For a plant in the urban zone using D/AM1, the candidate's nationality and qualifications determine eligibility, so a partner with access to Serbian, Moldovan, or Ukrainian machinists, welders, or electricians on full-time contracts may be useful, provided the employer confirms the category. For D/AM2 roles, do not approach anyone until the occupation and filing route have been confirmed in writing.
Match each candidate to the occupation code on the order rather than to a loose job title. An “operator” in a component plant may mean a CNC setter or a line worker feeding parts, and each needs different evidence. Keep shortlists honest: tell candidates who cannot work nights, lift loads, or tolerate cold warehouses what the site requires before they spend money on documents. Never name the employer in an advertisement without its written consent.
Cooperation is set up so the parties carry out the following checks before approaching candidates, however familiar the company name sounds.
The parties agree that a request missing any of these items stays on hold until it is complete.
The Government Emergency Ordinance onforeigners’' access to the Romanian labour market abolished the aviz de muncă for new hires and replaced it with a single application (cerere unică). You file it on WorkinRomania, which the Ministry of Internal Affairs developed; the county AJOFM, ANOFM, the General Inspectorate for Immigration (IGI), and the Labour Inspection each work within it. Once it succeeds, the candidate completes the online form on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) and lodges the long-stay employment visa request in person at a Romanian consulate or embassy.
D/AM2 filings were suspended after the Bucharest Court of Appeal suspended the order approving the shortage list, and the platform functions for employer authorisation and D/AM2 applications were switched off. So no D/AM2 sourcing starts for a plant or hotel until WorkinRomania, or the authorised agency, shows that filings have resumed and lists the occupation as current. D/AM1, posting (D/DT) and EU citizens are separate routes and are not affected in the same way.
Several groups of candidates can start without any work visa. EU, EEA and Swiss citizens work freely and, for stays over three months, obtain a registration certificate from IGI. Many Moldovan candidates also hold Romanian citizenship, and for the employer, such a candidate is simply an EU worker. People with temporary protection after displacement from Ukraine have access to the labour market; check the current conditions on the IGI site before planning long assignments. Whether a particular route can cover a hospitality season in Poiana Brașov is for the employer to confirm on a case-by-case basis.
Book the IGI Brașov residence permit appointment early: the long-stay work visa runs 90 days, and the permit application must be lodged within that window. In comparison, a seasonal visa covers only the contract plus five days, never beyond 90. Romania is a full Schengen member, but a Romanian visa or residence permit gives no right to work in Germany, Austria or any other EU state. A change of employer is generally not allowed in the first six months unless the employer has seriously breached its duties, and D/AM2 workers in their first two years change employer through the placement agency.
Pay may not fall below the national gross minimum wage, which is set by Government decision and revised periodically. Check the current figure with the Ministry of Labour or the county ITM before quoting any number to a candidate, and remember that a collective agreement or sector rule may set a higher floor. A machinist from abroad on a Ghimbav line is owed the same treatment as the Romanian machinist beside them.
Under the Labour Code, a standard shift is 8 hours and a standard week is 40; overtime may lift the week, but averaged over the reference period it must stay at or below 48 hours. Overtime is compensated by paid time off within 60 days; where that is not possible, the employer pays a premium of at least 75%. Multi-shift component plants and hotels in peak season both generate overtime, so the order should say how it is recorded and paid.
Deductions are allowed only in the cases the law sets, and together they may not exceed half of the net monthly salarIfIfd temployer is alsosoe the landlo thehes rent charge stops at a quarter of what the worker takes home. Any accommodation, meal or transport cost must be stated in writing before departure. Ask for a worked net pay example after rent and transport, because the gross figure alone tells a candidate little.
Each contract goes into REGES-ONLINE, the Labour Inspection’s electronic register of employees, no later than the day before work starts, and the county inspectorate checks that the entry is there. The contract is written in Romanian and in a language the worker understands; a Romanian-only contract exposes the employer to fines.
Housing needs as much checking as the job itself. Rents differ between the city, the resort areas and the outer county, so ask for the actual figure, and remember that a worker housed in the city but employed in Ghimbav or Codlea needs a reliable commute for every shift change.
The City Hall publishes a public transport map for the municipality. Check the current map, whether a metropolitan line reaches the workplace, and the stop nearest to the workplace rather than relying on an employer’s description. Calling staff housing free is not acceptable unless the employer has confirmed that in writing.
Collect documents in stages. At first screening, ask only for a CV and evidence of the core skill. Identity documents, diplomas, driving records, police certificates and medical results follow later, once the employer has shortlisted the candidate, and only as listed in writing by the employer or the authorised agency. Regulated roles may need diploma recognition through the national recognition centre, and drivers need their competence qualification before the case mmoves forward
The GDPR, supervised in Romania by ANSPDCP, governs what the employer, the filing party and any EU-based partner do with candidate files. A partner based outside the EU answers to its own country’s data law and to whatever sharing terms the written agreement contains. Send files through agreed channels, keep copies only as long as the case requires, and never pass candidate data to an employer that has not cleared verification.
The employer or authorised agency runs interviews, with partners organising the session and arranging an interpreter where needed. For component and machining roles, a short practical test (reading a drawing, measuring a part, explaining a setup) tells far more than a long conversation. Warehouse candidates can describe forklift checks and stock systems they have used. Hotel candidates for Poiana Brașov or Predeal should be tested in the language the guests use.
Hypothetical example: a hotel in Poiana Brașov asks for six kitchen assistants for the ski season. The partner first checks whether D/AM2 filings have resumed and the occupation is listed, then whether staff housing on the mountain continues after the season, and only then advertises.
Before departure, each worker should receive the signed contract in both languages, the employer’s address and contact person, the housing address, the first-week schedule and instructions for the IGI residence permit appointment. Warm clothing for a mountain winter belongs on the list. On arrival, the employer completes safety training in a language the worker understands; ask beforehand whether it offers Romanian lessons.
A ski-season post in Poiana Brașov or a line job in Ghimbav is an easy story for a fraudster to tell, so brief candidates that the employer pays placement costs and that no worker owes a commission, fee, tax, guarantee or deposit. A company that charges candidates is not one AtoZ Serwis Plus will work with. Report anyone selling a consulate appointment; no one can guarantee or sell one.
Workers with complaints about pay, hours, safety or undeclared work can contact ITM Brașov at its working address, str. Ioan Rațiu 17, or use the Labour Inspection’s online petition form. Residence questions go to the IGI county service. Give every worker a named contact in the partner agency for the first months, including those housed in Făgăraș or Rupea far from the seat, and record any concern in writing.
Warning signs include a request that names a resort or the city but no exact workplace, a contract offered only in Romanian, an employer missing from the Trade Register, a promise that a Romanian permit leads to work in another EU country, and any suggestion that wages will be paid in cash.
Current registered unemployment for the county is published monthly by the county employment agency; quote that page, not an old figure.
If your agency recruits machinists, assemblers, warehouse staff, driver,s or hotel workers and you want to cooperate oncounty-related requestsy, send us your licence details, the countries you recruit in, the occupations you can source with evidence of skill, and how you handle pre-departure briefings. We will reply with the checksrequired for the cases andany remaining questionsn.
Register through the recruiter partner registration page, and read the Romania recruiter overview for the national picture.Do not approach any candidated until the employer, the filing part,y and the route have been confirmed.
Share your agency details and recruiting countries, and we will set out the checks a Brașov County request needs before any candidate is approached.
Official statistics on the average number of employed persons show manufacturing as the largest employer in Brașov County, followed by wholesale and retail trade. Construction, transport and storage, education, and hotels and restaurants come next. Agriculture employs comparatively few people. The county statistics directorate publishes these series.
AJOFM’s Centre region labour market analysis describes an industrial profile shaped by automotive components and subassemblies, and records an aeronautical industry concentrated around the city. Ask each employer for its actual products and processes, because those labels cover machining, assembly, inspection and maintenance work with very different skill needs.
AJOFM’s Centre region labour market analysis describes a functional urban zone of 34 administrative units around the seat. It includes the municipalities of Codlea and Săcele, the towns of Zărnești, Ghimbav, Râșnov and Predeal, and surrounding communes. A workplace in Ghimbav is near the city, not in it, so give the exact address on every order.
AJOFM Brașov is based at str. Lungă 1A în Brașov. It runs local work points in Făgăraș, with a mobile office for Victoria, and in Zărnești, Râșnov, Codlea, Rupea and Săcele. Check the agency’s contact page before visiting.
AJOFM Brașov must have received the vacancy declaration for the post, and the occupation must sit on the shortage list in force, before a D/AM2 hire proceeds. Because D/AM2 filings were suspended after the court ruling on that list, confirm they have resumed. The agency also works on WorkinRomania alongside ANOFM, IGI and the Labour Inspection.
Yes. AJOFM’s Centre region labour market analysis lists an international airport in Ghimbav as one of the region’s airports. Confirm current routes and connections before booking group arrivals, and plan the transfer to the housing address.
It should. AJOFM’s Centre region labour market analysis shows unskilled packaging work as one of the most common occupations among registered jobseekers in the county. Ask the employer what it has tried locally and whether the occupation fits an open route before approaching any candidate abroad.
The long-stay work visa is valid for 90 days, and you must submit the residence permit application to the IGI county service in Brașov within that period. For seasonal work, the visa matches the contract length plus 5 days, capped at 90 days. Schedule the IGI appointment in the first few weeks.
No. The Centre development region, which groups Alba, Brașov, Covasna, Harghita, Mureș and Sibiu, is a statistical and planning unit. County institutions and national authorities handle permits, inspections, and registrations.
Expect questions on the machines and controllers a candidate has run, reading technical drawings, using measuring tools such as callipers, and experience of multi-shift patterns. Ask the employer whether it runs a practical test, and send candidates who can show this experience rather than describe it.
Only against a written order that names the qualification sought. Aeronautical work is a narrow field where employers may require specific training records and sometimes security vetting. General advertising for this sector would mislead candidates.
Forklift experience, familiarity with scanners and stock systems, and readiness for cold or dusty environments. Ask whether the site works nights and how workers reach it. Ask for the exact site address, because a logistics site may lie outside the city.
Experience in kitchens, housekeeping, or service; the language guests speak; and willingness to work weekends and peak periods. Clarify whether the post is year-round or seasonal and whether the workplace is in the city, Poiana Brașov or a resort town such as Predeal.
Demand follows the winter and summer seasons. Seasonal work under D/AM2 is limited to 180 days in any 12 months and to listed occupations, and those filings were suspended after a court suspended the shortage list, so check whether they have resumed. The employer confirms which route applies to each resort role.
Outdoor work in a mountain county can slow in hard winters. Ask the employer how winter months are organised, whether indoor tasks continue, and how pay is handled if work stops for weather, before candidates commit.
Drivers need the right licence category and proof of competence, meaning Code 95 on the licence or a driver qualification card. If a Romanian carrier uses a non-EU driver on international haulage, ARR issues the carrier a driver attestation for that driver. SPCRPCIV Brașov handles licence exchange questions.
No. AtoZ Serwis Plus coordinates cooperation between partner agencies abroad and the Romanian side of a case, which is the registered employer or an ANOFM-authorised placement agency. That side decides which roles are shared and with whom; they agree on responsibilities in writing before sourcing begins.
No. Nothing here is a vacancy or an order. AtoZ Serwis Plus has no office in the county, and the sectors appear only because public bodies record them, not because we hold requests in them.
No. Ask only for a CV and evidence of the core skill at first. Passport copies and other identity documents come later, once a Brașov employer has shortlisted the candidate, and only as set out on the written list from the employer or the authorised agency.
Confirm through ONRC that the company is active, its registered office and its activity code. Check its WorkinRomania registration and, for D/AM2, the authorised agency’s status in the platform registers. Ask for a written order and a draft bilingual contract before any candidate hears about the role.
A plant in Codlea or Săcele may belong to a company registered in the city or elsewhere. The registered office identifies the employer in official records, while the workplace determines the commute, housing plans, and where inspections take place. Both belong on the job order.
A lack of a full year of genuine trading, tax arrears, a sanction within the period set by law for labour-law breaches such as undeclared work, or a relevant conviction can block registration. These are among the platform conditions, and an unregistered company cannot file a single application.
Only with authorised-employer status, which demands a long, unbroken activity record, an average headcount of 50 or more, a clean compliance history and a financial guarantee for each worker. Others use an ANOFM-authorised agency. Either way, confirm that D/AM2 filings have resumed after the court suspension before relying on this route.
Not without checking. Filings stopped when a court suspended the shortage list and the related platform functions were switched off. Check on WorkinRomania, or ask the authorised agency, whether filings have resumed and whether the occupation is on the list in force, before sourcing.
Possibly D/AM1, the highly qualified category, where the registered employer files directly and neither the shortage list nor the quota applies. The employer checks eligibility against the degree and the contract, and some regulated activities also need diploma recognition.
Citizens of Serbia, Moldova, and Ukraine on a full-time contract fall within the D/AM1 categories, which the registered employer files and which are not tied to the shortage list. The employer confirms that the contract and the candidate meet the conditions before filing the single application
No. Many Moldovan candidates also hold Romanian citizenship, which makes them EU workers for a Brașov employer, so no work visa is involved. The contract is still concluded and registered normally, and the worker shows a valid Romanian identity card or passport.
No work authorisation. For stays over three months, an EU, EEA or Swiss citizen obtains a registration certificate from IGI. The employer registers the contract in REGES-ONLINE, as with any other contract.
People with temporary protection after displacement from Ukraine have access to the Romanian labour market. Check the current conditions and end date on the IGI site before planning a long assignment, and keep the protection document on file.
Within the 90-day validity of the long-stay work visa, the worker applies to the IGI county immigration service in Brașov for a work residence permit. Check the current address and appointment system on the IGI site before travel.
No. Romania is a full Schengen member, so permit holders can make short visits to other Schengen states. Still, a Romanian visa or residence permit gives no right to work in Austria, Germany or any other EU country.
During the first six months, a move is generally barred, unless the employer has committed a serious breach of its duties. In their first two years, D/AM2 workers move only through their placement agency, and new D/AM2 filings depend on the suspension being lifted, so check the status. Candidates should hear this before signing.
Pay may not fall below the national gross minimum wage, a figure fixed by Government decision and revised at intervals. Ask the Ministry of Labour or ITM Brașov for the current figure, and check whether a collective agreement raises it for the sector.
Yes, as a question rather than an assumption. Ask whether the employer offers Romanian lessons, and how they fit around shifts at a plant in Codlea or a hotel in Predeal. Record the answer in the job order, so candidates know what to expect.
Only deductions the law allows, capped together at half of net monthly pay. If the employer houses the worker, the rent it charges cannot exceed 25% of net pay. Any charge for housing, meals, or transport must be written down and given to the worker before departure.
Registration in REGES-ONLINE, the Labour Inspection’s electronic employee register, has to be done no later than the day before work starts. ITM Brașov checks the register, and a missing entry is a serious breach for the employer.
The text must be in Romanian and in a language the worker understands. The employer can be fined for a Romanian-only contract, so the candidate should not sign one. Compare the translation with the Romanian text before signing.
Ask for the address, people per room, kitchen and laundry, written rent if any, and how the worker reaches each shift. Workers housed in the city but employed in Ghimbav or Codlea need reliable transport for every shift.
Brașov City Hall publishes a public transport map for the municipality. Check whether any line, urban or metropolitan, stops near the workplace at shift times, and ask whether the employer runs shift buses.
Only if the employer confirms it in writing;; otherwise,, state the rent, any utilities, and whether housing continues if the contract or season ends, using the figures in the written job order.
Only a CV and evidence of the core skill. Identity documents, diplomas, police certificates, driving records and medical results come later, on the written list from the Brașov employer or the authorised agency.
The GDPR binds the Romanian side and any EU-based party handling the file, with ANSPDCP as the Romanian authority. A partner outside the EU applies its own national data law and the sharing terms in the written agreement. Ask only for what each stage of the case needs.
The employer or the authorised agency interviews candidates, with the partner arranging the session and an interpreter if needed. Ask whether a practical test is planned for machining, assembly or warehouse posts in the Brașov urban zone, and prepare candidates for it.
The signed bilingual contract, the employer’s address and contact details, the housing address, the first-week schedule, and instructions for the IGI residence permit appointment. For winter arrivals, advice on warm clothing for mountain conditions is practical.
The employer provides safety training in a language the worker understands, completes the workplace induction, and supports the residence permit application with IGI Brașov. Ask in advance whether Romanian lessons are offered. Partners should check in with each worker during that first week.
ITM Brașov, which gives its working address as str. Ioan Rațiu 17, handles complaints on pay, hours, safety and undeclared work. The national Labour Inspection also has an online petition form.
No. Romanian rules forbid charging a candidate any commission, fee, tax, guarantee or deposit; the employer bears placement costs. AtoZ Serwis Plus will not take part in a cooperation where a candidate for a Brașov post is asked to pay.
No. Appointment systems depend on each Romanian mission, and nobody can guarantee or sell an appointment. The online visa form is on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). Treat any offer to buy an appointment for a Brașov post as a fraud warning.
Watch for an offer that gives no exact workplace, a contract only in Romanian, an employer missing from the Trade Register, or any request for money from the candidate. Cash wages and promises that a Romanian permit leads to work elsewhere in the EU are further warning signs.
AJOFM Brașov publishes monthly registered unemployment figures on its statistics page. Quote that page rather than an old number, and use the county statistics directorate for employment by economic activity.
The prefect is the Government’s representative in Brașov County, and the prefecture checks that local administrative acts are lawful. Passport and driving licence services sit under it. It does not issue work and residence permits.
Send your licence details, recruiting countries, the occupations you can evidence and your pre-departure process through the recruiter partner registration page. We reply with the checks a Brașov request requires and the open questions.
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