Tell us which occupations you source, from which countries and under which licence, and we will reply with the points that apply to Dolj.
Dolj County stretches from Craiova, its seat, south across the Oltenia plain to the Danube, which runs for about 150 km along its edge and separates it from Bulgaria. The county statistics yearbook counts three municipalities (Craiova, Băilești and Calafat), four smaller towns and more than a hundred communes. Within that space sit a manufacturing base built around transport equipment, two county-run industrial parks, an international airport and farmland that makes the county one of Romania’s main producers of grain and sunflower.
This page explains how recruitment agencies abroad, workforce suppliers and recruitment partners can cooperate with AtoZ Serwis Plus on roles for employers based in the county. It covers the local economy, visa routes, employer checks and the practical questions that decide whether a candidate stays. This is guidance for partners, not a list of openings: AtoZ Serwis Plus has no office in Dolj, no vacancies are advertised here, and nothing on this page implies a job order.
Under Romanian law, aw AtoZ Serwis Plus is not a placement agency, and it files nothing on WorkinRomania. It coordinates between a partner agency abroad and the Romanian side of a case. That side is either an employer registered on the platform, which files directly for D/AM1 workers, or a placement agency authorised by ANOFM (or, exceptionally, an authorised employer) for D/AM2 roles. The employer or an authorised agency decides which roles to share and with which partner parties to divide sourcing, document checks, interview logistics, and post-arrival contact in writing before work starts, and sets out fees, timings, and liabilities in a written agreement. A partner abroad must also hold whatever recruitment licence its own country requires.
Craiova’s integrated urban development strategy, published by City Hall, describes transport equipment manufacturing as the county’s dominant industrial activity. The same document identifies information technology and communications as the sector with the highest local concentration in the city. The Dolj statistics yearbook adds the other half of the picture: wide arable land, with wheat, barley, maize and sunflower, and food processing among the county’s industries. Dolj is also one of six Romanian counties with a territorial just transition plan, which the County Council publishes, because coal-based energy and carbon-intensive industry have shaped employment here.
Typical functions include assembly, welding, painting, quality inspection, and maintenance. Ask candidates about shift rotation, work at fixed cycle times, any experience with torque tools or measuring instruments, and whether they have worked to written work instructions in a second language. Screen maintenance electricians and mechanics on the equipment they have actually repaired, not on titles.
Field work in the south of the county follows the crop calendar, with peaks at sowing and harvest. Tractor and combine operators need a driving licence valid for agricultural machinery and practical experience; general labourers need stamina for outdoor work in heat. Food plants need hygiene discipline and a medical check before starting.
Craiova’s university and technology base generates demand for software, engineering and research profiles. Many of these candidates fit D/AM1, the route for highly qualified workers that also covers candidates for an EU Blue Card. Research staff fall under D/AM1 or a host-institution researcher visa, depending on how the contract is framed, and the university or institute should confirm which before papers are gathered.
The just transition plan covers power generation and heavy industry and funds retraining for local workers. A plant named in a transition document is not, for that reason, recruiting abroad.
Screening starts from the employer’s written job description, not a sector label. “Operators for Craiova” says little; the machine, shift pattern, site and floor language say almost everything.
Build each candidate file around five questions:
Do not pad experience, invent certificates or move a candidate between occupations to fit a list. If a candidate does not meet the order, say so early. The employer-authorised agency will reject weak files anyway, and a refusal at the consulate costs the candidate far more than an honest “no” at the start.
Say where each candidate lives, since appointment availability differs between Romanian missions and nobody can buy a slot.
Cooperation is set up so the parties agree to complete the following checks before approaching any candidate. Each partner can also repeat them independently.
The route an employer can use depends first on the candidate’s citizenship, and only then on the occupation.
EU, EEA and Swiss citizens are hired on the same footing as Romanian workers. After three months of residence, they collect a registration certificate from the IGI county service on Str. Amaradia 32 to 34 in Craiova. Many Moldovan candidates also hold Romanian citizenship; with a Romanian passport or identity card, they work as EU citizens and need no visa. Holders of temporary protection from Ukraine may also work without a work visa, though thescheme’ss end date is set at EU level and should be checked on the IGI site before planning a long contract.
Everyone else is a third-country candidate and needs a single application approved on WorkinRomania followed by a long-stay work visa. Moldovan citizens who are not Romanian citizens, and citizens of Ukraine and Serbia, can be hired on a full-time contract under D/AM1, which the employer files directly and which sits outside the shortage list and the annual quota. Bulgaria, across the river from Calafat, is an EU state, so Bulgarian commuters fall under the free-movement rules above.
Under the Government Emergency Ordinance on foreigners’ access to the Romanian labour market, the old authorisation has been replaced by a single application on WorkinRomania. Once it is approved, the worker applies at a Romanian mission abroad for a long-stay visa through the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). Issued with 90 days’ validity, the visa gives the worker that long to lodge a residence permit application with IGI in Craiova, while a seasonal visa runs for the contract term plus 5 days, capped at 90.
D/AM2 filings were suspended after the Bucharest Court of Appeal suspended the national List of Shortage Occupations, and the related platform functions were switched off. Before sourcing anyone for a D/AM2 role, confirm on WorkinRomania, or with an authorised agency, that D/AM2 filings have resumed and that the occupation appears on the list in force. That check matters most for seasonal farm work in the south of the country. Seasonal work under D/AM2 is limited to 180 days in any 12 months and to listed occupations, and whether any other route suits a seasonal contract is something to confirm with the employer.
A worker holding a permit issued in Craiova can travel within Schengen, since Romania is a full Schengen member. However, that permit gives no right to work in Bulgaria or any other EU state.
A worker hired for a plant near the county seat or a farm near Băilești is covered by the same pay and working-time rules as any Romanian employee. Equal treatment is the starting point.
The employer must put in writing, before the worker leaves home, what housing, meals and travel will cost. Candidates should see the gross figure, the expected net figure and every deduction in one document, translated, before they accept. Night work, weekend shifts and harvest overtime can change take-home pay a great deal, so explain how each is calculated rather than quoting an average.
Where the work sits in Dolj changes almost everything about accommodation and travel. The County Council runs an industrial park in Craiova and a high-tech industry park, and has published plans for a third, the Oltenia Business Park, in the commune of Coșoveni; check its status with the council before mentioning it to candidates. A planned park is an infrastructure project, not a job order.
Craiova’s metropolitan area, according to the City Hall’s urban strategy, includes the city and the two communes. A worker housed in Craiova and employed at a site in a neighbouring commune is working near Craiova, not in it, and the commute should be timed for each shift, including nights. Ask the employer whether it runs a works bus; if not, ask how a worker on the last shift gets home. The County Council’s transport authority, Transport Dolj, oversees county routes, and the City Hall publishes urban mobility information for Craiova.
Băilești and Calafat are municipalities in their own right, and Bechet, Filiași and Segarcea are towns; AJOFM Dolj keeps work points (puncte de lucru) in all five, but farm work often means living in a village with limited public transport. Calafat is linked to Vidin in Bulgaria by the Danube bridge, and Craiova International Airport serves the county.
Housing questions for the employer:
Do not present any accommodation as free unless the employer confirms that in writing.
A candidate should not hand over a full life history at the first contact. Collect what each stage needs, keep it securely and delete what is no longer required.
Data handled by the employer, the Romanian agency, or any EU-based party falls under GDPR and is supervised in Romania by ANSPDCP. A partner based outside the EU follows its own country’s data law, plus the data-sharing clauses agreed in writing for each case. Never collect original passports, and never share files with a party not identified in the agreement.
Where a Dolj employer interviews by video, a little preparation makes the result more reliable.
For production roles, a short practical task filmed with thecandidate’ss face visible, such as reading a measuring instrument, assembling a part to a drawing or showing a welding bead, gives the employer more evidence than a long conversation. For farm machinery, a video of the candidate starting, driving and parking the machine is more useful than a certificate alone. For engineering and IT profiles, the employer will set its own technical interview, and candidates should expect English or Romanian.
Professional drivers are a separate case. Lorry and bus drivers need the EU certificate of professional competence, shown as Code 95 on the licence or a driver qualification card, under the rules of the Romanian Road Authority (ARR). A non-EU driver working in international haulage for a Romanian carrier also needs the EU driver attestation, which ARR issues to the carrier. Licence exchange depends on which country issued the licence, and the office that answers the question in Craiova is SPCRPCIV Dolj, the county driving licence and vehicle registration service.
Before departure, each candidate should hold a signed copy of the bilingual contract, the written statement of accommodation, meal and transport costs, the workplace address, the name of a contact person at the employer, and the address of the immigration service.
The employer enters the contract in REGES-ONLINE, the electronic employee register kept by the Labour Inspection, no later than the day before work starts, so the first shift is already on record. The employer provides safety training in a language the worker understands. Within the visa’s validity, the worker applies to the immigration service on Str. Amaradia for a residence permit for work, and the employer should help with the appointment and the documents.
During the first six months, a change of employer is generally not allowed unless the employer has seriously breached its obligations. For D/AM2 workers in their first two years, any change goes through the placement agency. Explain this before departure, so that no candidate travels expecting to switch jobs freely.
No candidate pays to be placed with an employer in the county: Romanian rules bar commissions, fees, taxes, guarantees and deposits taken from foreign workers, and the employer covers placement costs. A party found charging candidates loses the cooperation.
Complaints about pay, hours, safety, or undeclared work go to ITM Dolj, whose office is at S—Nicolae Bălcescu 51 in Craiova, or through the petition form on the Labour Inspection’s website. Partners should give every worker these contacts before departure, together with a contact at the employer and at the partner agency.
Watch for warning signs: anyone selling consulate appointments, promising a visa or a residence permit, asking candidates for money, offering work “in Dolj” with no named employer, or presenting a Romanian visa as a way into Bulgaria across the Calafat bridge or into any other EU country. Suspected trafficking or forced labour linked to a Dolj workplace goes to the Romanian police and to the authorities of the candidate’s home country.
If your agency recruits welders, assemblers, maintenance technicians, machine operators, farm machinery drivers, or engineering profiles, and you hold the licence your country requires, please tell us which occupations you source, from which countries, and how you screen. Explain whether your candidates are EU citizens, Moldovan dual nationals, nationals of Moldova, Ukraine, or Serbia available for full-time contracts, or others, because that determines which cases we can discuss with you.
The recruiter partner registration form is the first step. We will reply with the points that matter for this country and the information we need before sharing any road. Rules that apply across all counties are summarised on our Romania recruiter page, alongside the Dolj notes above.
Register as a recruiter partner and describe your occupations and licence. We will outline what cooperation on a Dolj case would involve.
No. AtoZ Serwis Plus has no office in Dolj, and nothing here advertises vacancies or implies a job order. We coordinate cooperation between partner agencies abroad and the Romanian employer or authorised placement agency on each case, under terms agreed in writing.
Craiova’s urban development strategy names transport equipment manufacturing as the leading industrial activity and IT and communications as a strong local concentration. The county statistics yearbook records large grain and sunflower farming and food processing, and the County Council publishes a just transition plan covering energy and heavy industry.
No. Sectors are described because public bodies in Dolj record them, not because an employer has placed an order with us. An order exists only when a verified employer or authorised agency issues it in writing for a named role.
IGI’s county service is at Str. Amaradia 32 to 34 in Craiova. Third-country workers apply there for a residence permit for work after arrival, and EU citizens staying beyond three months obtain their registration certificate there.
AJOFM Dolj is based at Str—Eugeniu Carada 13A in Craiova. Outside the county seat, it keeps work points (puncte de lucru), not separate local agencies, in Băilești, Bechet, CCălaș Filiași and Segarcea, serving jobseekers and employers in those areas.
ITM Dolj, the territorial labour inspectorate, is at Str. Nicolae Bălcescu 51 în Craiova. It checks contracts, pay, working time, safety and undeclared work, and workers can also use the Labour Inspection’s online petition form.
That route is reserved for holders of authorised employer status: a long unbroken activity record, an average of at least 50 staff, a spotless compliance file and a per-worker financial guarantee. Everyone else works through an ANOFM-authorised agency, and either way filings wait until D/AM2 is confirmed as running again after the court suspension.
No. AtoZ Serwis Plus holds no ANOFM authorisation and files no single applications. For D/AM2, the filing party is an authorised Romanian agency or an authorised employer, which should also tell you whether D/AM2 filings have restarted; for D/AM1, the registered employer files.
Do not assume so. The court order against the shortage list also halted D/AM2 filings. Ask the authorised agency, or check WorkinRomania, whether filings have restarted and whether the farm occupation sits on the list in force before recruiting for fields around Băilești.
A long-stay work visa runs for 90 days from issue, which is the window for lodging the residence permit application at IGI’s office in Craiova. Seasonal visas are limited to the contract term plus 5 days, never past 90, and seasonal D/AM2 contracts also wait until filings resume.
Many Moldovan candidates also hold Romanian citizenship; with a Romanian passport or identity card, they are treated as EU citizens and need no visa. Those without it can be hired on a full-time contract under D/AM1, filed directly by the registered employer and outside the shortage list and quota.
The county statistics yearbook lists three municipalities, Craiova, Băilești and Calafat, plus four smaller towns and more than a hundred communes. A job order should name the exact locality, because a site in a commune is planned differently from one in a municipality.
Highly qualified roles, including those filled by candidates for an EU Blue Card, usually use D/AM1, which the registered employer files directly and is t tied to the shortage list. Confirm the qualification and pay conditions with the employer, which decides the filing and holds the evidence.
Depending on the contract, a Craiova research post may use D/AM1 or a host-institution researcher visa. Ask the host institution which one it will use before the candidate gathers papers, because the supporting documents differ.
Cooperation is set up so that the company’s registration is checked with the National Trade Register Office, its WorkinRomania registration and any agency’s ANOFM authorisation are confirmed, and a written job order and draft bilingual contract are in hand. The site address must be stated, not only the registered office.
Many companies register in the county seat but operate elsewhere, for example in an industrial park or a neighbouring commune. The workplace decides the commute, the housing plan and which local services matter, so the job order must state it precisely.
Yes. AJOFM Dolj must have received the vacancy declaration, and the occupation must be on the shortage list in force. Without both, a case cannot proceed under D/AM2, and it also waits on confirmation that D/AM2 filings, suspended after the court ruling, have restarted.
Registration is open to companies that have traded for at least a year, owe no tax arrears, have no recent penalties for undeclared work or other labour-law breaches, and have no relevant convictions. Ask the employer for proof of registration before sourcing.
Ask about the exact tasks performed, years of experience, the tools and measuring instruments used, readiness for rotating shifts including nights, and the languages in which the candidate can follow written work instructions. Record answers the same way for each candidate.
They need a driving licence valid for the agricultural machinery used and proven practical experience. Ask the employer which licence categories it requires, and check with SPCRPCIV Dolj whether the candidate’s foreign licence can be exchanged before making an offer.
Craiova’s integrated urban development strategy, published by the City Hall, identifies IT and communications as the sector with the highest local concentration in the city. Use it as background only; it does not show that any employer is recruiting abroad.
The County Council runs an industrial park in Craiova and a high-tech industry park, and has published plans for a third, the Oltenia Business Park at Coșoveni, whose status should be checked with the council. Companies in these parks are separate employers, and no relationship with AtoZ Serwis Plus is implied.
According to City Hall’s integrated urban development strategy, the metropolitan area includes the city, two towns, and twenty-one communes. A workplace in one of those communes is near Craiova, and you should plan commuting shift by shift.
Ask the employer whether it runs a works bus and what the schedule is, especially for night shifts. The County Council’s transport authority, Transport Dolj, oversees county routes, while City Hall publishes CCraiova’surban mobility information.
Yes. The County Council lists Craiova International Airport among the county’s main institutions. Flight routes change, so check current connections from the candidate’s country with the airport before planning arrivals.
Ask who provides the housing, how many people share each room and bathroom, whether heating is included in winter, what is charged and how it is deducted, and whether the address is in the same village as the workplace.
Yes, within limits. Where the employer provides housing, rent may not exceed a quarter of the worker’s net pay, and all deductions together cannot exceed half of net monthly pay. The employer must put these costs in writing before the worker leaves home.
The plant first gives the hours back as paid time off within 60 days. If production needs prevent that, the extra hours are paid with a premium of at least 75%. Including overtime, the average week cannot exceed 48 hours over the reference period.
The national minimum gross wage comes from a Government decision and changes from time to time. Confirm the current figure with the Ministry of Labour or ITM Dolj beforediscussing an offer, and never repeat an outdated amount to candidates.
Yes. It must ebe inRomanian and in a language the worker understands, and an employer that hprovides only a Romanian versioncan be fined. Candidates should receive the draft before accepting the offer.
It must be. The employer has to make the REGES-ONLINE entry no later than the day before work starts, so the worker is on the Labour Inspection’s register before reaching the site. Ask for confirmation once it is done.
Not freely. In the first six months, a move is generally barred unless the employer has seriously breached its obligations. A D/AM2 worker who wants to move within two years of starting does so through the placement agency that handled the case, so check theagency’ss terms.
No. A permit issued in Craiova lets the holder make short visits across the Schengen area, because Romania is a full Schengen member. Still, it carries no right to work in Germany or any other EU state. Treat an offer suggesting otherwise as a warning sign.
A CV and evidence of the core skill, such as a trade certificate or a short work video, are enough at first. Identity papers follow later, and only those named on a written list from the employer or the authorised agency.
Data processed by the employer, the Romanian agency, or any EU-based party falls under GDPR. A partner outside the EU follows its owncountry’ss data protection law and the data-sharing clauses signed for the case, and still collects only what each stage needs.
No. The employer bears placement costs, and a foreign worker may not be asked for commissions, fees, taxes, deposits or guarantees. A partner that charges candidates will not be accepted in a cooperation with us.
Ask whether the employer will use a live video call, a practical task or both. Short filmed tasks, an interpreter where needed, and time for the candidate to ask about pay, hours and housing make the interview more reliable for both sides.
Besides the correct licence category, a lorry driver needs the EU certificate of professional competence, shown as Code 95 on the licence or a driver qualification card under ARR rules. Where a non-EU driver will run international routes for a Romanian haulier, ARR also issues an EU driver attestation, addressed to the carrier rather than the driver.
It is the county driving licence and vehicle registration service. Drivers with a licence issued outside the EU should ask it whether their licence can be exchanged, since the answer depends on the issuing country.
A signed bilingual contract, a written statement of accommodation, meal and transport costs, the workplace address, an employer contact, and the address of the immigration service on Str. Amaradia. Check that you sent each item.
Safety training is the employer’s job and must be delivered before work begins, in a language the worker understands. Ask whether that means an interpreter, translated material or bilingual supervisors, and tell candidates what to expect.
Requests for money, sale of consulate appointments, promises of a visa or permit, no named employer, a workplace that cannot be located, or talk of moving on to another EU country. Stop and report such offers.
Food processing sites need hygiene discipline and a medical check before work starts. Ask the employer who arranges and pays for the medical examination, where it takes place and what the worker must bring, so the first shift is not delayed.
Harvest work can mean long days and weekend hours. Ask the farm to show, in the translated pay statement, the gross rate, expected net pay, how extra hours are compensated and any deductions for housing or meals, rather than an average monthly figure.
No employer must accept every nationality, and routes differ by citizenship. Some nationalities qualify for D/AM1; others need D/AM2 under the shortage list and quota once filings are confirmed as resumed, so the employer’s requirements decide which candidates are considered.
It depends on the site. Plant work in the metropolitan area may allow housing in the city, while farm work in the south often means living in a village with limited public transport. Ask the employer for the housing address before an offer.
Dolj is one of six counties with a territorial just transition plan because of coal-based energy and carbon-intensive industry. Funds focus on retraining and new activity, so a transition project does not mean a plant is recruiting abroad.
Ask the agency for its authorisation and check that it appears in the WorkinRomania registers and is current. An authorisation is renewable and requires a financial guarantee, so an expired one means the agency cannot file D/AM2 cases.
The job order should state the shift pattern, including any nights and weekends where a line runs continuously. Candidates should confirm they can work that pattern before arranging an interview.
AJOFM Dolj publishes unemployment statistics on anofm. ro, and the county statistics directorate publishes data through the National Institute of Statistics. Use the current release rather than older figures.
The mission responsible for the candidate’s country of residence. The form is on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro); appointment systems vary by mission, and no one can sell or reserve a slot. Tell us where each candidate lives so we can plan the timing.
Nothing proceeds. We set up cooperation so a case stays on hold, and no candidate is approached, until the employer’s registration, workplace, and draft contract are confirmed.
Complete the recruiter partner registration and describe the occupations you source, your countries and your licence. We will reply with the points that matter for this country and the information needed bbefore wecan discuss any role.
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