Tell us which trades you can test and where you recruit, and we will reply about cooperation on Iași cases.
Iași County, whose seat is the municipality of Iași, lies in north-eastern Romania and borders the Republic of Moldova along the Prut. What sets it apart for a partner agency is its employment agency’s track record. AJOFM Iași reports that Romanian employers with staff shortages have remained interested in hiring workers from outside the EU, and its activity records hundreds of labour-availability certificates issued under the former work-authorisation system, covering thousands of non-EU citizens. Its EURES staff also report that local employers facing shortages tend to prefer non-EU recruitment to hiring from other European countries.
That history means many employers here know the paperwork for hiring a foreign worker. It also means that abolishing the old certificate-and-work-authorisation step, replaced by a single application on WorkinRomania, affects employers with cases and habits formed under the former system.
AtoZ Serwis Plus has no office in Iași County, publishes no vacancies on this page and does not imply any job order by describing a sector. What follows draws on AJOFM Iași’s reporting, the Labour Inspection, and other official sources so a partner can judge whether it can properly screen and support candidates.
The Iași Metropolitan Area intercommunity association brings together the Municipality of Iași, the County Council and twenty-six communes, including Lețcani, Miroslava, Bârnova, Ciurea, Holboca, Popricani, Tomești, Valea Lupului, Rediu, Ungheni and Victoria. When an order says a site is “near Iași”, read it literally: the workplace is in a neighbouring commune, not in the city, and the commute has to be planned.
Beyond the metropolitan ring, Pașcani is the county’s second municipality and has its own local employment agency. Târgu Frumos and Hârlău are towns with AJOFM work points. Much of the rest of the county is rural, and a worker placed in a village site will depend on employer transport.
Ask which setting a role belongs to before you advertise it: the city itself, a commune inside the metropolitan ring, or a town such as Pașcani, Târgu Frumos or Hârlău. Each answer changes the questions about housing, the daily commute and what candidates should expect outside working hours.
Inside the city, CTP Iași runs trams and buses, including a line to Iași airport, which helps with arrivals. The county’s institutions are located in the city: AJOFM Iași on Strada Cucu, the local employment agency on Șoseaua Națională, ITM Iași on Șoseaua Moara de Foc, and the prefecture and county immigration service. The North-East development region, which includes the county, is only a planning and statistical unit.
AJOFM Iași groups employer-reported vacancies into broad fields. Services account for the largest share, at well over a third, with construction close behind at more than a quarter and industry next. Health and social care, garment production and agriculture follow with much smaller shares. The agency’s EURES team names hotels and restaurants, services, construction and transport, including courier work, as fields with persistent shortages.
The occupations that appeared most often in requests linked to non-EU recruitment were unskilled workers, carpenters, kitchen assistants, heavy goods drivers, steel fixers and kitchen workers. For a partner, that list says two things. Employers in the county have looked hardest for foreign workers at building sites and in commercial kitchens. Most of those roles are practical trades where screening must show real ability, not a paper qualification.
Registered unemployment in the county has stayed close to the national rate, only slightly above it, according to AJOFM Iași’s activity report. Unlike counties with large pools of local jobseekers, the gap here is between the number of employers asking for workers and the people available locally. The current figure is published monthly by AJOFM Iași; use the latest release, never an old one, and do not present it as a shortage figure.
Employers who obtained labour-availability certificates under the former system already know what documents a foreign hire needs. Still, their past approvals do not carry forward automatically. None can file a new case until they register their WorkinRomania account. Ask the employer whether that registration is complete, and if cases were underway when the rules changed, confirm with IGI or the authorised agency how they are being handled rather than assuming an old approval still works.
Formwork carpentry and steel fixing recur in the agency’s records. Ask the candidate which formwork systems they used (timber, modular panels, climbing systems), what structures they worked on, and whether they can read reinforcement drawings and bending schedules. A short practical test, such as assembling a formwork panel or tying a reinforcement cage, separates experienced workers from those who have only assisted. Labourers should be screened for fitness, safety awareness and willingness to work outdoors through cold weather. Ask the employer whether the contract continues in winter and what work is offered then.
Hotels, restaurants, and catering in the county need kitchen assistants and kitchen workers more than chefs. Screen for food-preparation experience, hygiene habits, speed under pressure,e and willingness to work evenings and weekends. A trial shift or a recorded practical task tells more than a reference letter. Medical checks before work are required for food handling roles.
Freight drivers appear in the same requests, and AJOFM also names transport and courier work among shortage fields. Lorry drivers need the right licence category plus proof of competence, which the Romanian Road Authority (ARR) recognises as Code 95 on the licence or a driver qualification card. For international haulage, a Romanian carrier employing a non-EU driver must obtain an attestation from the AR in that driver’s name. Whether a foreign licence can be exchanged depends on the issuing country; confirm it with SPCRPCIV Iași before making an offer.
Health and social care vacancies require qualification recognition for nurses and other regulated staff through CNRED and the relevant professional body, so screen for documents early. Unregulated care assistants still work with patients or elderly residents daily, and Romanian, or at least a shared language with colleagues, becomes part of the job. Ask the employer what level it expects, whether it offers Romanian lessons, and how it staffs night shifts. Garment production and general industry need machinists and operators: ask which machines the candidate has used and set a practical test.
AtoZ Serwis Plus is not a Romanian placement agency. Once D/AM2 filings, suspended with the shortage list, are confirmed as resumed, a D/AM2 recruitment of permanent, seasonal, or cross-border workers goes through a placement agency authorised by ANOFM or an employer with authorised-employer status. The registered employer files a D/AM1 case on WorkinRomaniar itself.
Our part is to connect agencies outside Romania with the employer or the authorised agency. The employer, or the authorised agency it uses, decides which roles each partner can open. Each party’s tasks are fixed before sourcing starts: advertising, first screening, trade tests, document checks, platform filing, candidate briefing, travel, and post-arrival follow-up. Fees and cost sharing are matters to be set out in a written agreement.
Because AJOFM Iași’s records show many employers in the county with earlier non-EU hires, ask the employer what went wrong or right with previous cases. The answer helps a partner agree on realistic screening standards before putting forward the first candidate.
Hypothetical example: a building contractor registered in Iași city asks for steel fixers for a residential site in a metropolitan commune. Before any advert, the partner confirms the Trade Register entry, sees proof of WorkinRomania registration, checks that the authorised agency filing the D/AM2 case appears in the platform registers, asks for the AJOFM Iași vacancy declaration, confirms that steel fixers are on the shortage list in force and that D/AM2 filings have resumed, and obtains a written order naming the commune site, the bus or van arrangement and the housing address. Only then does sourcing start.
If any answer is missing, the order waits. If a construction firm runs several sites in and around the city, ask how workers will move between them and who will pay for that transport.
Start every case by establishing nationality and status, because the county draws candidates from both sides of the Prut.
For visa cases, the employer or agency files the single application on WorkinRomania, the platform used by ANOFM, AJOFM Iași, IGI and the Labour Inspection. The candidate then fills in the form on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) and applies at a Romanian consulate. The appointment system varies by mission, and no one can sell or guarantee one.
Most employers here have sought workers abroad, from carpenters to kitchen workers, who would normally use D/AM2. That route depends entirely on the national List of Shortage Occupations approved by the Minister of Labour. Once the Bucharest Court of Appeal suspended the order behind the list, D/AM2 filings stopped, and WorkinRomania switched off the matching functions; the Ministry of Labour said it would appeal, so check the outcome. For a carpenter or kitchen order, sourcing waits until WorkinRomania or the authorised agency confirms two things: D/AM2 filings have resumed, and the occupation appears on the list in force.
A seasonal D/AM2 contract cannot exceed 180 days in any 12-month window, and it too waits for confirmation that filings have resumed. The employer must confirm in writing whether a seasonal hotel or farm contract can use another route.
The long-stay work visa is valid for 90 days; during that time, the worker files for a work residence permit with the county immigration service in Iași. For seasonal work, the visa matches the contract length plus 5 days, up to 90 days. The permit authorises work only in Romania; Romania is a full Schengen member, but short visits to other Schengen states do not grant the right to work there. In general, a worker may not change employers in the first six months unless the employer seriously breaches its obligations, and a D/AM2 worker must change employers through the placement agency during the first two years.
Pay may not fall below the national gross minimum wage, which is set by Government decision and revised periodically; ask the Ministry of Labour or ITM Iași for the current figure, and ask whether a construction-sector minimum or a collective agreement sets a higher floor for the role. Equal treatment with Romanian staff in the same role applies, and pay is made into a bank account.
Under the Labour Code,e the standard is 8 hours a day and 40 a week. Overtime cannot take the weekly average beyond 48 hours over the reference period. It is compensated with paid time off within 60 days, or, if that cannot be arranged, with at least 75% extra pay. For site and kitchen orders, ask to see a sample rota.
Deductions are permitted only in the cases set by law and cannot together exceed half of net monthly pay. Rent for housing provided by the employer is capped at a quarter of net pay. Accommodation, meals and the site bus are costed on paper for the worker before departure. No commission, fee, guarantee, or deposit is paid to a foreign worker for placement; the placement employer pays.
Rooms in the city and rooms near a commune site can differ widely in price and distance, so the plan has to be specific. Ask the employer for the accommodation address, how many people share each room, whether there are cooking and washing facilities, heating, the monthly charge, and who pays the utilities. Never present a bed as free of charge until the employer has put it in writing.
Within the city, CTPIași’ss trams and buses make commuting practical for many central sites. For workplaces in Lețcani, Miroslava, Holboca, Valea Lupului or other communes in the metropolitan ring, check whether public transport reaches the site at shift times or whether the employer runs its own bus. Construction workers moving between sites need a clear daily transport arrangement in the contract or the order.
Before you leave, ask the employer three questions and get the answers in writing: what the room costs, how far it is from the site, and whether weekend work is part of the rota.
Ask for the minimum at each stage. Pre-screening for a trade needs only a CV, a phone number and something that proves the skill. Identity documents, police certificates, diplomas and medical papers follow only after an employer has chosen the candidate, and only as the employer’s or authorised agency’s written list sets out. GDPR applies to personal data processed by the Romanian employer, the Romanian agency and any EU-based party, overseen in Romania by ANSPDCP. Agencies in non-EU countries answer to their own data law plus the data clauses of the cooperation. Original passports are never collected.
The interview should cover experience, site and kitchen conditions, pay, hours, housing, and the visa route, and confirm the candidate understands each point. Then test the trade: a formwork panel, a rebar-tying exercise, a kitchen preparation task, or a driving assessment with a qualified examiner. Record results in the same format for every candidate. Make clear throughout that neither a job, a visa, nor a residence permit is promised.
Before departure, the worker needs the signed contract in Romanian and in a language they understand, a written statement of housing, meal, and transport costs, the site address, and a named contact. The employer registers the contract in REGES-ONLINE, the LabourInspection’ss electronic register, no later than the day before work starts, and provides safety training in a language the worker understands, which is especially important on building sites.
In the first weeks, the employer helps with the residence permit application at the county immigration service. A partner check after the first payslip helps catch problems early. ITM Iași, at Șoseaua Moara de Foc 31, handles complaints about pay, hours, safety, and undeclared work; the Labour Inspection also accepts online petitions.
Warning signs include requests for money from candidates, offers of paid consulate appointments, job offers without an employer’s name and address, and offers that present a job in the county as a route to work in western Europe. AJOFM Iași’s long record of non-EU hiring makes the county name a credible bait, so verify the employer behind any offer that uses it. Stop such cases, keep the evidence, and report it.
If your agency can properly assessproperly assess carpenters, steel fixers, kitchen staffkitchen staff, and drivers, and works without charging candidates, register through our partner registration page. Please tell us where you recruit, which trades you can assess and how you check licences and documents. When an employer or authorised agency decides to open a role to you, we will agree in writing first on the order, the route, and each party’s responsibilities. The national rules are summarised on our Romania recruiter page.
Register as a recruiter partner and show how you test carpenters, steel fixers, kitchen staff or drivers. Roles are opened only when an employer or authorised agency decides.
No. AtoZ Serwis Plus runs no office in Iași County, and this page neither lists vacancies nor implies a job order through the sectors it describes. Roles reach partners only when an Iași employer or authorised agency decides to share them in writing.
Yes. AJOFM Iași’s activity reporting records hundreds of labour-availability certificates issued under the former work-authorisation system, covering thousands of non-EU citizens, and notes that employers with shortages remain interested in non-EU workers.
AJOFM Iași lists unskilled workers first, then carpenters, kitchen assistants, heavy goods drivers, steel fixers and kitchen workers. These show where employers have looked abroad, but none of them means an order exists or that AtoZ Serwis Plus holds one.
Services hold the largest share of notified vacancies, at well over a third, with construction above a quarter and industry next. Health and social care, garments and agriculture follow with much smaller shares. Check the latest report before quoting any proportion.
Its EURES team names hotels and restaurants, services, construction and transport, including courier activity. These are descriptions of persistent shortages reported by employers, not lists of open positions.
No. AJOFM Iași reports registered unemployment close to the national rate, only slightly above it. The figure changes monthly, so use the agency’s latest release and never present it as a shortage estimate.
AJOFM Iași’s EURES reporting says employers facing shortages tend to prefer recruiting from non-EU states rather than from other European countries. That is an observation about employer behaviour, not a commitment by any employer.
The head office is at Strada Cucu 1 in Iași. Local employment agencies operate in Iași on Șoseaua Națională and in Pașcani, with work points in Târgu Frumos and Hârlău.
To ITM Iași, the territorial labour inspectorate at Șoseaua Moara de Foc 31, with its own website at itmiasi. ro. It handles complaints about pay, working time, safety, and undeclared work across the county, and it also accepts online petitions.
The intercommunity association joins the Municipality of Iași, the County Council and twenty-six communes, among them Lețcani, Miroslava, Bârnova, Ciurea, Holboca, Popricani, Tomești, Valea Lupului, Rediu, Ungheni and Victoria. One site is near Iași, not in the city, so insist on the exact address.
Yes. AJOFM Iași has held dedicated stands for Ukrainian citizens at its job fairs. Ukrainians under temporary protection in Romania may work without a work visa, so ask IGI about the current protection period before planning a long contract.
Construction can carry a higher sector minimum than the general national rate. Ask the Iași employer which floor it applies to the role, and check the current figures with the Ministry of Labour or ITM Iași rather than an old offer letter.
CTP Iași runs the city’s trams and buses, including a bus line serving the airport, which helps arriving workers. For sites in the metropolitan communes, check whether public transport reaches them at shift times or whether the employer provides its own bus.
AJOFM Iași is on Strada Cucu, ITM Iași is on Șoseaua Moara de Foc, and the prefecture and the county immigration service are also in the city. A worker placed in Pașcani, Târgu Frumos, or Hârlău travels to Iași for the residence permit steps, so agree on who arranges that.
Ask which formwork systems they used, which structures they built and whether they can read drawings. Then set a practical task, such as assembling a formwork panel, and have the employer’s site manager observe or film it.
That they can read reinforcement drawings and bending schedules, tie cages correctly and work safely at height. A short practical tying test, scored on a common sheet, shows the employer more than a list of past contractors.
Food preparation experience, hygiene habits, speed under pressure and willingness to work evenings and weekends. A trial shift or recorded practical task is the best test, and food-handling roles require a medical check before work.
The correct licence category, plus Code 95 on the licence or a driver qualification card as proof of competence under ARR rules. On international routes for a Romanian carrier, a non-EU driver also needs an attestation issued by ARR to the carrier. Confirm with SPCRPCIV Iași whether the foreign licence can be exchanged.
AJOFM Iași records some vacancies in health and social care. Nurses and other regulated professionals need recognition through CNRED and registration with their professional body, and care assistants need enough shared language to work safely with patients.
The labour-availability certificate and work authorisation steps gave way to a single application on WorkinRomania. Every Iași employer must be registered on the platform, and employers with pending cases under the old rules should check with IGI or the authorised agency.
Yes. A Moldovan who also holds Romanian citizenship can take a job in Iași as an EU citizen, without a visa. Moldovan citizens without it can be hired full-time on D/AM1, filed directly by the registered Iași employer without the shortage list or quota.
Ukrainians with Romanian citizenship work as EU citizens; those with temporary protection in Romania can work without a work visa; and others hired full-time can use D/AM1, which the registered Iași employer files directly.
The contract decides it: researchers may use D/AM1 or a host-institution researcher visa. Ask the Iași university or institute which route it will file, because the documents and the filing party differ between the two.
Normally D/AM2, filed by an ANOFM-authorised agency or an authorised employer, for an occupation on the shortage list and within the quota. D/AM2 filings were suspended with the list, so confirm they have resumed first.
Yes, if the contract is full-time. Under D/AM1, the registered employer hires a Serbian citizen full-time directly, outside the shortage list and quota. Agree on the contract hours in writing before sourcing, because part-time work doesn’t qualify for this route.
Only through D/AM2 for listed occupations, within 180 days in any 12 months, unless the employer confirms in writing that another route applies. EU citizens, dual nationals, and holders of temporary protection do not need a work visa.
The registered employer files for D/AM1, and an ANOFM-authorised placement agency or authorised employer files for D/AM, once suspended D/AM2 filings are confirmed as resumed. AtoZ Serwis Plus is not a Romanian placement agency; it coordinates partner agencies abroad with the Romanian side.
Check its current ANOFM authorisation in the WorkinRomania register, and ask for written confirmation that it acts for the named Iași employer. Do not share candidate files with an agency that cannot show both.
Firms with a year or more of genuine trading, clear tax accounts, no recent penalty for undeclared work or labour breaches and no relevant conviction. Filing D/AM2 directly requires authorised-employer status, a workforce of at least fifty, a guarantee per worker, and confirmation that D/AM2 filings have resumed.
Yes. AJOFM Iași must have received the vacancy notice, and the occupation must appear on the shortage list in force. Ask the employer or authorised agency for proof of the declaration before approaching any candidate, and confirm that suspended D/AM2 filings have resumed.
Use the National Trade Register Office records to confirm the registered office, fiscal code and main activity code. A contractor registered only for trade, or a firm whose site cannot be located, needs a written explanation.
The exact address, for example, a named commune in the metropolitan area, plus how workers reach it and, for contractors with several sites, how and at whose cost they move between them. A bare reference to Iași is not enough.
IGI’s county service in Iași issues it when the worker lodges an application after entering on a long-stay visa and within its 90-day validity. Ask whether the employer helps prepare the application.
They need no work permit. After three months in Romania, they apply to the Iași county immigration service for a registration certificate, and their employment contract is entered in REGES-ONLINE like any other.
No. Romania is a full Schengen member state so that the holder can make short visits, but the permit authorises work only in Romania. Treat any offer sold as a route to Western Europe as a warning sign.
The national gross minimum wage, fixed by Government decision and revised periodically, with no separate county rate. Ask the Ministry of Labour or ITM Iași for the current figure and the employer whether a collective agreement sets a higher floor.
The normal week is 40 hours. Overtime may lift the weekly average to 48 hours over the reference period and no further, with time off within 60 days or at least 75% extra pay as compensation. Ask for a sample rota.
Only deductions allowed by law, capped at half of net monthly pay in total, with rent for employer housing limited to a quarter of net pay. The worker must receive written notice of every charge for beds, meals, or the site bus before the trip.
No. Under Romanian rules, employers may not take any commission, fee, tax, guarantee, or deposit from a foreign worker, and the employer pays placement costs. Any case where a candidate has paid is stopped and reported.
The address, occupants per room, cooking and washing facilities, heating, the monthly charge and utilities. A room in the city and a room near a commune site can differ widely in cost and distance, so get the details in writing.
Yes, but with much smaller shares of notified vacancies than services, construction and industry. For garment machinists, ask which machines the candidate used and set a practical test; for farm work, check the visa route first, because the shortage list suspends seasonal D/AM2 filings.
Yes. One must be in Romanian and the other in a language the worker understands; a Romanian-only contract leaves the employer open to a fine. REGES-ONLINE registration by the Iași employer follows, due no later than the day before work starts.
Rarely in the first six months: only a serious employer breach opens that door. For D/AM2 hires, the placement agency arranges any move within the first two years, so check with them howthey’dd handle it.
A CV, contact details and evidence of the trade. Identity documents, police certificates, diplomas, and medical papers come later, once the employer has chosen the candidate, following the employer’s or authorised agency’s written list. Original passports are never collected.
GDPR governs data processed by the Romanian employer, the Romanian agency and EU-based parties, with ANSPDCP as the Romanian authority. A partner outside the EU applies its own data law, and the cooperation’s data terms apply.
If the employer agrees, hold a structured interview first on experience, conditions, pay, hours, housing, and the visa route, checking understanding of each point. Then a practical trade test, recorded in the same format for every candidate so the employer can compare fairly.
The signed bilingual contract, the written statement of housing, meal, and transport costs, the site address, a named employer contact, and the passport with the long-stay visa. Keep copies apart from the originals.
Safety training in a language the worker understands, the residence permit application at the county immigration service and the first payslip. A partner check after that payslip catches mismatches in pay, hours or housing early.
Look out for requests for money from candidates, paid consulate appointments, offers with no employer name or address, and promises of onward work elsewhere in Europe. Stop the case, keep the messages and report it to the authorities.
No. Through Instituția Prefectului, Județul Iași, the prefect acts for the Government and reviews whether local administrative acts are lawful. Consulates, IGI, and WorkinRomania handle work visas, residence permits, and platform filings.
No. Appointment systems vary by Romanian mission and aren't for sale through any intermediary. The candidate fills in the form on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro), then books through the channel the chosen consulate uses.
Through our partner registration page, describing the countries you recruit in, the trades you can test and how you check documents. Only employers or authorised agencies can open roles to partners, and only after agreeing to written terms.
Our Romania recruiter page covers the national picture. For binding positions, rely on WorkinRomania, the Ministry of Labour, IGI and the Labour Inspection, since platform functions can change quickly.
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