Tell us your source countries, licences and how you test candidates, and we will reply with the questions a Cluj order would need to answer.
Cluj County, with its seat at Cluj-Napoca, combines two quite different labour markets. The county seat, which the prefecture describes as the second-largest municipality in the country, hosts employers in IT, energy, banking, and pharmaceuticals, alongside a hospitality sector with its own AJOFM job fair. Around it, the towns of Turda, Câmpia Turzii, Dej, Gherla and Huedin and the rural communes are shaped by manufacturing, including automotive components, and by industrial parks run by a company owned by the county council.
An order for a software tester in Cluj-Napoca and an order for a machine operator in Dej may come from the same county, but they differ in visa route, pay level, housing and the pool of local candidates the employer must consider first. We wrote this guide for recruitment agencies abroad, workforce suppliers and recruitment partners weighing orders from the seat or the towns. AtoZ Serwis Plus has no office in the county; this page lists no vacancy and implies no job order.
The county employment agency’s own network is a good map of where work and jobseekers are. AJOFM Cluj has its main office on Strada George Coșbuc in Cluj-Napoca, local agencies in Turda and Dej, and work points in Câmpia Turzii, Gherla and Huedin. ITM Cluj, the county labour inspectorate, works from the same street in Cluj-Napoca.
Distances inside the county still matter for shift work. A worker housed in Cluj-Napoca and employed in Dej or Turda faces a daily journey that may not fit a night shift, so ask whether the employer expects workers to live near the plant. A specialist hired by a city employer may be offered hybrid work, and should know where the office is and how many days a week attendance is required.
The county belongs to the North-West development region, which exists for statistics, planning and EU funds and has no say over permits, inspections or residence. For arrivals, partners should ask the employer to name the airport or rail station the worker will use and who meets the worker there.
AJOFM Cluj’s annual activity reports describe the employers it brings together with jobseekers. Its graduate job fair drew employers from IT, energy, banking, pharmaceuticals and manufacturing; it ran a separate fair for the hospitality industry in Cluj-Napoca, with a panel for representatives of the county’s hospitality trade; and its training courses covered kitchen assistants, security guards and electricians. None of this records an open order for partners abroad. It does show the two broad families of roles that local employers discuss with the agency.
IT, energy, banking and pharmaceutical employers at the graduate fair point to graduate and specialist profiles: developers, testers, data and network engineers, laboratory technicians, regulatory and quality staff, and multilingual service roles. These candidates are often highly qualified, which brings the D/AM1 route into play, but each case depends on the role, the qualifications and the employer’s own registration. Screening must be technical. Ask for a portfolio or code samples, test the claimed language level in a live conversation, and check whether a degree will need recognition through the National Centre for the Recognition and Equivalence of Diplomas (CNRED). Depending on the contract, a researcher joining a Cluj university or institute may use D/AM1 or a host-institution researcher visa.
Manufacturing in the towns and industrial parks needs machine operators, assemblers, quality inspectors, forklift drivers and maintenance electricians. Ask candidates about shift work, the machines and measuring tools they know, and any electrical qualifications that may need recognition. Hospitality in Cluj-Napoca needs cooks, kitchen assistants, waiting staff and housekeepers, and AJOFM’s dedicated hospitality fair shows how much attention the trade receives locally. Security work requires a Romanian qualification and licensing, so treat any security order with care and ask the employer how a foreign recruit would obtain them.
The county employment agency’s reports show that many of the people it places live in rural communes, not in the city. When the agency organises a fair for redundant automotive workers in Dej and Gherla, or a hospitality fair in Cluj-Napoca, employers meet local candidates first. That is how the system is meant to work, and partners abroad should plan for it.
Before any D/AM2 filing, the law wants two things: a vacancy declaration lodged with AJOFM on Strada George Coșbuc, and an occupation on the shortage list in force. An employer in Gherla that has just been offered experienced local operators at a job fair may need fewer workers from abroad than its first enquiry suggested. Before sourcing, ask the employer to confirm in writing that the vacancy was declared, how many posts remain open after local recruitment, and whether the occupation qualifies.
The same caution applies to the platform. After a court suspended the national list of shortage occupations, D/AM2 filings were stopped, and the matching WorkinRomania functions were switched off. So whether the order is for a Gherla assembler or a Cluj-Napoca cook, a partner needs the authorised agency, or WorkinRomania itself, to confirm that D/AM2 filings can run again and the occupation is listed before contacting a single candidate.
Hypothetical example: an employer in Dej asks for thirty assemblers from abroad shortly after a local plant has made staff redundant. The partner requests the vacancy declaration, the number of local candidates interviewed, and the occupation code, and learns that only ten posts remain unfilled. The order is resized before any advertising, saving candidates from a wasted application.
Under the Government Emergency Ordinance on foreigners’ access to the Romanian labour market, the Romanian side of each case is fixed by law, and placement in that legal sense is not something AtoZ Serwis Plus does: it is not a Romanian placement agency. Permanent, seasonal and cross-border hires on D/AM2 go through an ANOFM-authorised placement agency or, exceptionally, an authorised employer, once it is confirmed that D/AM2 filings have resumed after the court suspension. The registered employer files D/AM1 applications. We coordinate the cooperation between partner agencies abroad and the Romanian side, and the employer or authorised agency decides which roles are shared and with which partner.
For each order, the written arrangement should allocate these tasks:
Commercial terms, timings, and data-sharing rules should be set out in a written agreement before work starts. Your agency must also hold any licence its own country requires to recruit for jobs abroad.
Thecounty’ss employers range from multinationals to small kitchens, and a credible-sounding name is not evidence. Work through these points for every order.
For IT and engineering roles, ask also who signs the offer, which team the person joins, whether remote work is part of the role, and whether the employer has hired from outside the EU before. An employer that cannot answer these questions is not ready for a cross-border hire.
EU, EEA and Swiss citizens need no work authorisation. If they stay longer than three months, the county immigration service in Cluj-Napoca issues a registration certificate. Many Moldovan candidates also hold Romanian citizenship and are in the same position. People displaced from Ukraine who hold temporary protection in Romania may work without a visa; check the IGI website for the scheme's current conditions before offering a long contract.
For third-country nationals, the single application on WorkinRomania replaced the earlier work authorisation (aviz de muncă). Once it is approved, the worker applies for a long-stay visa at a Romanian mission.
A long-stay work visa runs for 90 days, and that is the window for applying to the immigration service in Cluj-Napoca for a residence permit for work. Schengen membership lets the holder travel, yet the permit is for work in Romania alone. A worker may not normally change employers during the first six months unless the employer seriously breaches its duties; during the first two years, a D/AM2 worker changes employers through the placement agency, whose ability to file also depends on D/AM2 filings having restarted.
The floor for any contract is the national gross minimum wage fixed by Government decision, unless a sector minimum sets it higher. Whatever the role, the gross figure, bonus rules, and any meal vouchers should be in writing. ITM Cluj on Strada George Coșbuc can say which minimum is in force before a figure is quoted.
The Labour Code's normal limits are eight hours a day and forty a week. Overtime can increase the weekly total, but the average across the reference period stays at or below 48 hours, and each extra hour is repaid with time off within 60 days or, where that isn't possible, at least 75% on top of pay. For three-shift plants near Dej or Turda, and for restaurants with split shifts in the city, ask for the rota and how night and weekend hours are paid.
Deductions need a legal basis and may not exceed half of net monthly pay in total. A bed in employer accommodation near Jucu or Dej may cost the worker at most a quarter of net pay. The employer must give the worker all housing, meals, and transport costs in writing before departure.
Housing questions differ by location. In Cluj-Napoca and the metropolitan communes, a worker may rent privately or live in employer accommodation; the same choice applies near plants in Dej, Gherla, Turda and Câmpia Turzii. Either way, ask:
An employer can present a room as costing nothing only after they've put it in writing. Specialist candidates moving to Cluj-Napoca with families will also want to know about schools and family reunification, which the immigration service can explain.
Gather documents step by step. A first screening call only requires a CV and evidence of the core skill, such as a code sample or a measuring-tool certificate. Passports, diplomas, police certificates, a nd medical papers wait for the written list the employer or authorised agency sends once it has selected the candidate. Data handled by a Cluj-Napoca employer, the Romanian agency or another EU-based party is covered by GDPR and supervised by ANSPDC. In contrast,e an agency outside the EU works under its own law and the data-sharing terms it has signed.
The employer or authorised agency takes part in interviews, because it decides who gets a contract. For IT roles, a technical interview and a short take-home or live coding task suit the work; for laboratory roles, ask about specific instruments and quality systems; for production roles, a measured assembly or machine task; for kitchens, a timed cooking task. Keep a record of each test and its result.
For a Cluj haulier, competence is proven by Code 95 on the licence or a driver qualification card under ARR rules. In contrast, a non-EU driver on international journeys also needs the driver attestation that ARR grants to the carrier. A Cluj haulier should ask SPCRPCIV Cluj early whether a given foreign licence can be exchanged, since the answer turns on the issuing country.
The visa application starts on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) and continues at the Romanian mission, where appointment systems differ. Nobody can sell or secure an appointment for a fee.
No one should board a bus or plane for the country without the signed bilingual contract, the written statement of housing, meal, and transport costs, the workplace address, and a named contact at the workplace. On the employer side, REGES-ONLINE provides the contract no later than the day before work starts, delivers it, and provides the safety induction in a language the newcomer understands, whether in a Cluj-Napoca office or a Turda plant.
In the first weeks, the worker visits the county immigration service in Cluj-Napoca for the residence permit, opens a bank account, registers with a family doctor and learns the CTP routes. A worker housed in Dej, Gherla or Turda will need time off and transport for the trip to the seat, which the employer should plan.
A developer bound for a Cluj-Napoca office and an assembler bound for a Dej plant are in the same position: neither may be asked for a fee, commission, tax, guarantee, or deposit, because the employer pays for placement. Any cooperation in which a candidate pays endstheret, as Romanian rules require.
ITM Cluj, on Strada George Coșbuc in Cluj-Napoca, receives complaints about pay, hours, safety and undeclared work, and the Labour Inspection accepts petitions online. Permit questions belong with the county immigration service. A worker in Dej, Gherla, or Huedin can use the online form without travelling to the seat, so give every worker these contacts in writing before departure.
Warning signs on an offer from the county include an IT offer that arrives without a technical interview, a production order with no plant address, pay quoted only as net, a request for money from the candidate, an offer of work in another EU state on a Romanian permit, or a promise of a visa. Report suspected trafficking or forced labour to the Romanian police and to the authorities of the worker’s country.
The links below lead to Romanian public authorities and EU institutions. Read the current rules there before acting on any summary.
Whether your agency places software specialists and laboratory staff or machine operators and cooks, we would like to hear which countries you recruit in, which licences you hold and how you test candidates. We will reply with the questions an order needs to answer, including the route, the town, and the local recruitment already done. Start with the recruiter partner registration, and see the Romania recruiter page for the national overview.
Send us your source countries, licences and testing methods, and we will outline what a cooperation on Cluj orders would need to cover.
Yes. Cluj-Napoca is the county seat, and the prefecture describes it as Romania's second-largest municipality. The prefecture, county council, AJOFM Cluj, ITM Cluj and the county immigration service are all based in the city.
No. AtoZ Serwis Plus has no office in Cluj County, and written terms govern cooperation with partner agencies. No vacancy is advertised on this page, and an order exists only when a named employer or authorised agency shares it in writing.
The main office is on Strada George Coșbuc in Cluj-Napoca. Its network includes local agencies in Turda and Dej and work points in Câmpia Turzii, Gherla, and Huedin, so a Gherla employer can work with the Dej agency or the Gherla point. The agency lists opening hours on its contact page.
Its activity report lists IT, energy, banking, pharmaceutical and manufacturing employers at the graduate fair. These sectors are part of the county’s employment base, but a fair appearance does not mean a role exists for partners abroad.
AJOFM Cluj has held a dedicated hospitality fair in Cluj-Napoca, with a panel for representatives of the county’s hospitality trade. It shows the strength of local restaurants and hotels, but employers meet local candidates there first.
It organised a fair for people being made redundant by an automotive components plant, with other employers offering roles. For partners, this means experienced local workers can come onto the market in that area, which affects how many posts remain for recruitment abroad.
Where the hire is D/AM2, in effect yes, AJOFM Cluj must receive a vacancy declaration, which lets it offer the post to local jobseekers, and the occupation must be a listed shortage occupation. Confirm too that D/AM2 filings have resumed, and ask how many posts remain after local recruitment.
At Jucu, outside Cluj-Napoca. It is one of four industrial parks run by Tetarom, a company owned by Cluj County Council, and its tenants include manufacturing and recycling firms. The Jucu site is near Cluj-Napoca, but not in it.
Compania de Transport Public Cluj-Napoca, a company subordinated to the city hall. It runs city routes, metropolitan lines into surrounding communes (including Florești), and several night lines. Check whether a workplace is on one of them.
Huedin serves the western part of the county and has its own AJOFM work point. A site there lies far from the offices in Cluj-Napoca, so ask where the worker will live, how each shift is reached and who covers the trip to the immigration service for the residence permit.
The work visa and residence permit cover work done in Romania, so a fully remote role from another country is a different arrangement. If a Cluj-Napoca role is hybrid, ask where the office is and how many days a week attendance is required, and record that in the order.
Ask which measuring tools and gauges the candidate uses, whether they read technical drawings unaided, and which quality systems they have worked under. Ask the employer in Turda, Dej, or Jucu which product the inspector would check, whether shifts rotate, and to test with a measured sample.
Possibly. Highly qualified workers, including candidates for an EU Blue Card, may use D/AM1, which which the registered employer files without a shortage-list test. Whether a specific Cluj-Napoca IT role qualifies depends on the post and the candidate, so the employer confirms the route.
A portfolio or code samples, evidence of the claimed experience, and readiness for a technical interview and a live or take-home task. Language level is tested in conversation. Degrees may need recognition through CNRED.
The contract decides. A Cluj university or laboratory may bring a researcher in on D/AM1 or on a host-institution researcher visa, and it confirms the route before the candidate goes to a Romanian mission.
Expect questions about degrees in chemistry, pharmacy or biology, experience with named instruments, and familiarity with quality systems. Ask candidates which equipment and standards they have used, and whether their diploma needs recognition. CNRED handles diploma recognition.
Machine operators, assemblers, quality inspectors, forklift drivers and maintenance electricians are common production roles. Ask candidates about shift work and the machines and tools they know, and confirm the exact plant address in Turda, Dej, Gherla or elsewhere.
Security work in Cluj requires a Romanian qualification and licensing. Treat any security order with care, and ask the employer exactly how and when the worker would obtain them.
Not without checking. D/AM2 filings stopped after a court suspended the shortage list, and the platform functions went offline. Ask the authorised agency, or look on WorkinRomania, whether filings are running again for the Turda or Dej occupation in question.
No. AtoZ Serwis Plus has no Romanian placement agency status, so an ANOFM-authorised agency or an authorised employer lodges a D/AM2 file for a Cluj employer once filings resume, and the employer lodges a D/AM1 file itself. We link your agency and whoever files.
Search the National Trade Register Office, compare the fiscal code, registered office, and main activity with the order, and confirm the workplace address. Then ask for proof of WorkinRomania registration. Compare the answers with what the employer told you.
Not until it has at least a year of real activity behind it, whether it's in Cluj-Napoca or a smaller town. Registration also requires no tax arrears, no recent sanctions for labour breaches such as undeclared work, and no relevant convictions, among other conditions.
Check the WorkinRomania registers for a current ANOFM authorisation, which is renewable and backed by a financial guarantee. Confirm too that the agency acts for the employer named in the order. Keep a copy of what you find with the order file.
The occupation and code, the workplace, hours and shifts, gross monthly pay, any bonus formula, housing, transport and deductions, plus a draft contract in Romanian and a language the worker understands. Gaps should be closed before sourcing.
Ask who signs the offer, which team the person joins, whether the role is remote, and whether the employer has hired from outside the EU before. Employers without clear answers are not ready for a cross-border hire.
Yes. Nationals of EU and EEA states and Switzerland start without any work authorisation. After three months, they obtain a registration certificate from the county immigration service in Cluj-Napoca, and the employer registers the contract in REGES-ONLINE no later than the day before work starts.
Yes, as EU citizens, with no visa; many Moldovan candidates also hold Romanian citizenship. Moldovans without it use D/AM1 on a full-time contract, filed by the registered employer, with no shortage-list test. Ask about citizenship at the first screen, because the route, the documents, and the timing all depend on it.
Yes. A person under Romanian temporary protection can sign a contract with no visa. The county agency’s reports show it has helped Ukrainian citizens find jobs. Check the scheme’s current conditions on the IGI website before a long contract.
The county immigration service in Cluj-Napoca, part of IGI, takes the application, which must be lodged within the legal period after entry on the work visa. A worker housed in Dej or Turda needs time off and transport for the visit.
No. Schengen membership lets the holder visit Austria or Germany briefly, yet the right to work stays in Romania with the employer. Treat an offer of German or Austrian work on this permit as a warning sign.
Not during the first six months, unless the hiring restaurant has seriously breached its duties. Within two years, a D/AM2 worker’s move is arranged through the placement agency, which also depends on D/AM2 filings having resumed, so a restaurant cannot simply poach staff. Explain this before signing.
By Government decision, which revises the national gross minimum wage from time to time; a sector can have a higher floor. Ask ITM Cluj or the Ministry of Labour for the current figure before quoting it.
Some employers add them, but they should be written into the offer and contract, with the formula used. Compare offers on gross monthly pay first, then look at bonuses and vouchers separately. Ask how bonuses are paid in a short month.
Forty hours is the normal week. Counting overtime, a three-shift plant near Turda must keep the weekly average at or below 48 hours across the reference period, repaying extra hours with time off within 60 days or with at least 75% extra pay.
Deductions need a legal basis, and their total stops at half of net pay. A room from the employer can cost the worker up to a quarter of net pay, and the employer must list these charges in writing before the worker travels.
It varies by employer. Some arrange rooms, others expect the worker to rent privately in Cluj-Napoca or a metropolitan commune. Ask who arranges the lease and the deposit, whether any cost is deducted, and record the answer in the order.
Ask for the address, the distance to the plant, how many people share each room, the monthly charge and how shift transport works. Confirm that the address can be registered for the residence permit.
Some do, which raises questions about schools and family reunification. The immigration service explains the family rules. Raise this early, because it affects housing and timing. Ask the employer whether it helps with school places, family housing or the paperwork for family members, and tell the candidate plainly what it does not cover.
For a Cluj role, two things: a CV and proof of the main skill, such as a code sample or a trade certificate. Identity papers, diplomas, police certificates and medical documents are requested later, through the employer’s or authorised agency’s own written list. Extra copies add risk without adding value.
Data handled by the Romanian employer, the agency in Romania and any other EU-based party falls under GDPR, with ANSPDCP supervising. A partner outside the EU applies its home data law and the clauses it has signed. Forward only what the next step needs.
They should, because the employer or authorised agency decides who is offered a contract. Technical interviews suit IT and laboratory roles, and practical tasks suit production and kitchen roles. Where the parties agree, AtoZ Serwis Plus can help schedule sessions and keep the test records.
The right licence category plus proof of professional competence under ARR rules: Code 95 on the licence or a driver qualification card. A driver from outside the EU working international routes for a Romanian carrier must also hold the driver attestation ARR grants to that carrier. Licence exchange is a separate question.
Sometimes. SPCRPCIV Cluj, which handles licences and vehicle registration in the county, decides based on the issuing country. Get its answer for thedriver’ss licence before the haulier makes an offer. ARR rules on Code 95 apply separately.
After the single application is approved, the candidate starts on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) and attends the Romanian mission. Appointment systems differ by mission, and nobody can sell an appointment.
REGES-ONLINE has to show the contract no later than the day before work starts, and the safety briefing must be in a language the worker understands, whether the job is in Cluj-Napoca or Turda. The worker should hold the bilingual contract and the written cost statement.
To ITM Cluj on Strada George Coșbuc, or through the LabouInspection’s's online petition form. Residence questions go to the immigration service. Give workers these contacts in writing. Workers in Dej or Turda can use the online form without travelling.
No. Romanian rules forbid taking any fee, commission, tax, guarantee or deposit from a worker, because placement is theemployer’ss cost. If a partner or employer did so, we would withdraw from that cooperation.
The exact venue, whether the contract is year-round, the rota including any split shifts, gross pay, and whether meals or a room are deducted. AJOFM Cluj has held a separate hospitality fair, so ask also how many posts remain after local recruitment.
No. The county sits in the North-West development region, which serves statistics, planning and EU funds. It does not issue permits or inspect employers; county institutions and national authorities hold those powers.
Ask the employer to name the airport or rail station the worker will use, who will meet them, and how they will reach the accommodation. Put this in the pre-departure pack with the contract and cost statement.
Yes. Its activity reports show that a large share of the people it places live in rural communes. For partners, it is a reminder that employers draw on commuters from across the county.
Fill in the recruiter partner registration with your source countries, licences and testing methods. Our reply lists what an order must show, and each party signs off on their duties before any advert runs.
No. A Romanian consulate decides the visa, and IGI decides the permit, so a promise of either from an agent, an employer, or us would be false. Treat any offer to buy a visa slot as fraud.
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