Tell us which trades you source, from which countries and under which licence, and we will reply with the points that apply to Mehedinți.
Mehedinți County sits in southwestern Romania, where the Danube borders Serbia and then Bulgaria. Its seat is Drobeta-Turnu Severin, a Danube municipality, and the County Council’s development strategy names Orșova, Strehaia, Vânju Mare, and Baia de Aramă as other urban centres. The Border Police sector based in Drobeta-Turnu Severin operates the Porțile de Fier I road crossing to Serbia at Gura Văii, and the Iron Gates hydropower complex stands nearby on the river.
The County Council takes part in Interreg cooperation with Serbia and Bulgaria, and its strategy places the county in the Middle Danube Euroregion, a cross-border framework rather than an administrative unit. Like the Southwest Oltenia development region to which Mehedinți belongs, it has no say over permits, inspections or hiring, which remain with county and national institutions.
For a recruitment agency abroad, that position explains a great deal. Mehedinți is a frontier county with a long river, inland farmland and vineyards, a food and wood processing base, and tourism tied to the Danube. The same strategy also records something every partner should weigh: workforce emigration and an ageing population. For a partner, that points to screening for candidates who intend to complete the whole contract and to live where the work is.
This page explains how recruitment agencies abroad, workforce suppliers, and recruitment partners can cooperate with AtoZ Serwis Plus on cases for employers in the county, what official sources say, and which checks and rules apply. AtoZ Serwis Plus has no local office in Mehedinți, the page lists no vacancies, and no job order is implied by anything here.
The County Council’s development strategy analyses the county economy sector by sector. Its account can be summarised in five areas, each with its own consequences for recruitment.
Arable crops and viticulture occupy much of the agricultural land. Vineyard work peaks at pruning and harvest and is physically demanding; tractor drivers and farm mechanics need licences valid for the machines they will use. Seasonality means the visa question comes first, as explained further down.
The strategy counts the food industry among the country’s principal employers. Production and packing lines need hygiene discipline, a pre-employment medical check and, often, cold-room or early-shift work. Ask candidates about food safety training they have actually completed.
Wood processing appears in the strategy’s industrial analysis. Sawmill, panel and furniture work needs machine operators who can show which equipment they have run and who accept noise, dust and lifting.
Shipbuilding is listed among the secondary sectors, and the strategy places the county’s Danube ports on the Rhine-Danube transport corridor. This work draws on welders, fitters, pipefitters, and marine electricians. Welding candidates should hold certificates for the processes and positions the employer specifies, and be ready for a practical test.
The Iron Gates hydropower complex anchors the county’s energy infrastructure, though the strategy names an energy operator that is not recruiting through partners. Tourism draws on cultural heritage and the Danube scenery, with accommodation concentrated in particular localities; hospitality work is seasonal and should be treated like farm work when choosing a route.
A sector named here is background, not a commitment: a role becomes real only when a checked employer or authorised agency puts it in writing.
Cooperation is set up so the parties agree on five checks of the employer and complete them before approaching any candidate. Partners can run them independently too, because a second check costs little and catches mistakes.
Under the agreed process, an employer that cannot answer all five is treated as not ready, and candidates wait until it can.
Under Romanian rules, AtoZ Serwis Plus is not a placement agency, and it does not file anything itself. We sit between partner agencies abroad and the Romanian party legally able to file the single application. For D/AM1 workers, the employer itself files, once registered on WorkinRomania. For D/AM2 workers, it is a placement agency authorised by ANOFM or, in exceptional cases, an authorised employer, once D/AM2 filings are confirmed as running again.
The employer, or its authorised agency, decides which roles go to which partners. Before contacting candidates, the parties put in writing who advertises, who pre-screens and checks certificates, who organises interviews and trade tests, who prepares the documents for the single application, and who keeps in touch with the worker after arrival in Drobeta-Turnu Severin or elsewhere in the county. Fees, liability, and the rest of the commercial side of a case should be set out in a written agreement signed before sourcing.
Partner agencies must hold the recruitment licence their own country requires and comply with its rules on advertising, contracts and candidate protection.
Start with citizenship. EU, EEA, and Swiss citizens need no work authorisation; if they stay more than three months, they obtain a registration certificate from the country’s immigration service. Bulgarian citizens therefore work in the country as EU citizens. Many Moldovan candidates also hold Romanian citizenship, which puts them in the same position. People displaced from Ukraine who hold temporary protection in Romania may also work without a work visa. However, the protection period is set at the EU level and should be checked on the IGI website.
Serbian citizens are not EU citizens, even though Serbia lies just across the river. Under the Government Emergency Ordinance on foreigners’ access to the Romanian labour market, they need a work visa. Still, they fall under the special D/AM1 category for full-time workers, along with citizens of Moldova and Ukraine. So a Serbian welder or cook joining a Drobeta-Turnu Severin employer on a full-time contract is filed for by that employer itself, with no shortage list test and no quota count.
Other third-country candidates follow one of these routes after a single application is approved on WorkinRomania:
The D/AM2 route carries a caveat: a court order suspending the national List of Shortage Occupations also halted D/AM2 filings, and the platform that supports them went offline. Don’t source anyone for a D/AM2 role until WorkinRomania, or the authorised agency running the case, confirms two things: filings are being accepted again, and the occupation appears on the list in force. For vineyard, farm or tourism seasons, note that seasonal D/AM2 work is limited to 180 days in any 12 months and to listed occupations; ask the employer which route it intends to use rather than assuming one.
The Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) issues the visa, and a Romanian mission grants it. It is valid for 90 days, and within that time the worker travels and lodges a residence permit application with the county immigration service; a seasonal visa runs for the contract plus 5 days, to a maximum of 90. Romania is a full Schengen member, yet the permit never authorises work in Serbia, Bulgaria or any other state.
Screening starts with the written order and turns it into evidence a candidate can supply. Five areas cover most roles.
The county strategy records workforce emigration, so retention deserves as much attention as speed. A candidate who leaves after a month damages the employer’s plans and the partner’s reputation, so screen out those whose real aim is to move on. Also note each candidate’s country of residence, since the Romanian mission responsible for it will process the visa, and appointment availability varies.
Where the employer interviews remotely, the evidence must travel well.
A welder can submit a filmed test on the process the employer specifies, with the coupon shown before and after and the candidate’s face in frame; the employer may later ask for a supervised test. A vineyard or farm worker can show pruning or machine handling. A cook can follow a short menu set by the employer. A food line operator can describe the hygiene checks they carried out in a previous job and show certificates.
Drivers are a special case. Under Romanian Road Authority (ARR) rules, lorry and bus drivers prove professional competence with Code 95 on the licence or a driver qualification card. International runs, such as those over the Iron Gates crossing, add another requirement for a non-EU driver working for a Romanian haulier: the EU driver attestation, which ARR issues to the carrier. The issuing country’s status determines licence exchange, and the county office that handles it is SPCRPCIV Mehedinți, the driving licence and vehicle registration service.
During the interview, let candidates ask about the workplace, shifts, housing and pay. Use an interpreter where needed, and never prepare a candidate to pass a test they could not repeat at work.
Hypothetical example: a partner proposes three welders for a shipbuilding order in Drobeta-Turnu Severin. Each sends a filmed test of the specified process, a copy of the certificate, and a reference. The employer invites two to a supervised test and declines the third, whose certificate covers a different welding position.
A foreign worker has the same pay and working-time protection as a Romanian colleague in the same job.
Before departure, every candidate should receive in writing the gross pay, an estimate of net pay, the hours and shift pattern, and the cost of any accommodation, meals and transport. Showing all four on one translated page heads off disputes.
Where a worker lives and how they reach work depends on which part of the county the job is in. The Danube towns of Drobeta-Turnu Severin and Orșova have more services. Inland centres such as Strehaia, Baia de Aramă, and Vânju Mare are smaller, and AJOFM Mehedinți also maintains a working point in Cujmir, reminding us that employment is spread across rural communes as well. A vineyard or farm near a village means a quieter life with fewer shops and less public transport.
Questions to put to the employer:
Describe a bed as free only when the employer’s written statement says exactly that. A worker placed near the Serbian border should also understand that, with a Romanian permit, crossing into Serbia is governed by Serbian entry rules and gives no right to work there.
Collect only what the current stage needs, keep it secure and delete it when it is no longer required.
Whatever the employer, the Romanian agency or an EU-established party does with candidate files falls under GDPR, overseen in Romania by ANSPDCP. Partners outside the EU follow their own country’s data law, plus the sharing terms both sides sign. We never collect original passports, and files go only to the parties named in the agreement.
Each worker should travel with a signed bilingual contract, a written statement of accommodation, meal, and transport costs, the workplace and housing addresses, and a named employer contact who can be reached on arrival day.
The employer must enter the contract into REGES-ONLINE, the Labour Inspection’s electronic employee register, no later than the day before work starts, and deliver safety training in a language the worker understands. Before the visa expires, the worker applies to the county immigration service for a residence permit for work; the employer should help with the appointment and supporting papers.
Explain the limits on changing jobs before the worker leaves home. A change of employer is generally not allowed in the first six months unless the employer seriously breaches its obligations, and a D/AM2 worker who wishes to change within the first two years does so through the placement agency.
Keep in touch with each worker through the first weeks. In a county where many working-age people have left, an early phone call that resolves a small housing or pay question can decide whether a worker stays.
Every placement cost sits with the employer. Romanian rules forbid charging a candidate any commission, fee, or tax, or taking a deposit or guarantee, and partners that do so are excluded from cooperation with us.
Workers should know where to turn. ITM Mehedinți handles pay, hours, safety, and undeclared work, and workers can also lodge a complaint through the Labour Inspection’s online petition form. Give each worker these details, plus the employer contact and the partner agency contact, before departure.
Common warning signs include requests for money, offers to sell consulate appointments, promises of a visa or residence permit, an employer that cannot be named or located, claims that a job here leads to work in another EU country, and suggestions that a Romanian permit allows work across the river in Serbia or Bulgaria. If a placement in this border county looks like trafficking or forced labour, alert the Romanian police and the authorities of the candidate’s own country.
If your agency works with welders, fitters, food line operators, wood machine operators, farm and vineyard workers or hospitality staff, and holds the licence your country requires, we would like to hear how you source and test them. Please tell us which countries you recruit from and whether your candidates are EU citizens, Moldovan dual nationals, Serbian, Ukrainian or Moldovan nationals eligible for D/AM1 on full-time contracts, or others.
Begin with the recruiter partner registration. Our reply sets out what a Mehedinți case would need from your side. Our Romania recruiter page covers the country as a whole.
Register as a recruiter partner and describe how you source and test candidates. We will set out what cooperation on a Mehedinți case would involve.
No. AtoZ Serwis Plus has no local office in Mehedinți, and this page neither lists vacancies nor implies any job order. We coordinate cooperation between partner agencies abroad and the Romanian employer or authorised agency handling a case, with tasks agreed in writing.
Mehedinți lies on the Danube, which forms the border with Serbia and, further downstream, with Bulgaria. The County Council’s development strategy describes this cross-border position and the county’s place in the Middle Danube Euroregion. For recruitment, the border matters because Serbian citizens need a work visa while Bulgarian citizens do not.
The Porțile de Fier I road crossing, at Gura Văii, carries international traffic to Serbia. The Romanian Border Police, based in Drobeta-Turnu Severin, operates it. Candidates arriving overland from Serbia should carry their long-stay visa, since Border Police check work visas on entry.
The County Council’s strategy covers grain farming and viticulture, food processing (among the principal employers), wood processing, shipbuilding, the Iron Gates hydropower complex, and tourism. These are descriptions of the county economy, not evidence of open roles.
Yes, because Serbia is not in the EU. Serbian citizens hired on a full-time contract fall under the special D/AM1 category, so the registered employer files directly, and the shortage list and quota do not apply.
Yes. Bulgaria is an EU member, so Bulgarian citizens do not need work authorisation. Bulgarians who settle in the county for over three months obtain a registration certificate from the county IGI service, and the contract is still entered into REGES-ONLINE no later than the day before work starts.
AJOFM Mehedinți is at Bulevardul Carol I 3 in Drobeta-Turnu Severin. It also has working points in Orșova, Strehaia, Vânju Mare, Baia de Aramă and Cujmir, which serve employers and jobseekers outside the county seat.
Yes. AJOFM Mehedinți at Bulevardul Carol I 3 must hold the vacancy declaration, and the occupation must appear on the current shortage list. If either is missing, the process cannot continue, and nothing moves until D/AM2 filings are confirmed as resumed.
Check before recruiting. D/AM2 filings were suspended when a court suspended the national shortage list. Ask the authorised agency, or check WorkinRomania, whether filings have resumed and whether the vineyard occupation is on the current list.
A work visa for a Mehedinți hire is valid for 90 days, which is the window to lodge the residence permit application with the county immigration service. A seasonal visa covers the contract plus 5 days, up to 90, and seasonal D/AM2 hires also depend on the resumption of filings.
Shipbuilding needs welders, fitters, pipefitters, and marine electricians. Welding candidates should hold certificates for the processes and positions the employer specifies and expect a filmed or supervised practical test. Shipbuilding appears among the secondary sectors in the County Council’s development strategy, which does not by itself mean any yard is recruiting.
Ask about the cuisines cooked and the size of previous kitchens, then film the candidate preparing a short menu set by the employer. Tourism work in the county is seasonal, so the visa route must be settled before sourcing begins.
The County Council’s strategy counts the food industry among the county’s principal employers. Food line roles need hygiene discipline, a pre-employment medical check and readiness for cold rooms or early shifts. Ask candidates which food safety training they have completed, and keep the certificates on file.
Physically demanding work at pruning and harvest, outdoors in heat or cold, often far from a large town. Machine drivers need a licence valid for the equipment, and the visa route must be confirmed before seasonal sourcing begins.
Not by being named in the strategy. An energy operator decides its own staffing, and the hydropower complex is part of the county’s infrastructure; its presence does not mean AtoZ Serwis Plus or its partners can fill roles.
The county development strategy records workforce emigration and an ageing population. Screening for genuine commitment to the contract and to living in the county is therefore worth the time. Explain the contract length and the rules on changing employers before anyone accepts. Does ANOFM authorise AtoZ Serwis PlusM?
No. We hold no ANOFM authorisation and do not act as a Romanian placement agency. An ANOFM-authorised agency or an authorised employer files D/AM2 cases, and the registered employer files D/AM1 cases; they should confirm whether D/AM2 filings have resumed.
The Mehedinți employer, or the authorised agency it has engaged, makes that choice. AtoZ Serwis Plus coordinates the cooperation once the parties have agreed their tasks in writing. A partner that receives a role cannot pass it on to other agencies unless the written terms allow it.
Registration depends, among other things, on at least one year of genuine trading, a tax record free of arrears, no recent penalties for undeclared work or similar breaches, and no relevant convictions. Ask the employer for evidence of registration before any sourcing.
Only with authorised employer status, which requires a long, uninterrupted activity record; an average workforce of at least 50; a clean compliance record; and a financial guarantee for each worker. Ask for evidence of the status, and check that D/AM2 filings have resumed.
A registered office in Drobeta-Turnu Severin may be far from a vineyard near Vânju Mare or a site in Orșova. The real workplace decides housing, transport and daily life, so it must appear in the written order.
Many Moldovan candidates also hold Romanian citizenship and take a job here on EU terms. One without it can be hired on a full-time contract under D/AM1, which the registered employer files directly, outside the shortage list and the annual quota.
Ukrainian citizens hired on a full-time contract fall under D/AM1. A Ukrainian under temporary protection in Romania can start a job in the country without a work visa; the duration of that protection is an EU decision worth checking first.
Installers sent by a foreign company to a Mehedinți site, for example to fit machinery, travel on the D/DT visa, which also covers transfers inside a corporate group. Ask to see the service contract between the foreign firm and the Romanian client before proposing any posted worker.
The Mehedinți County Immigration Service of IGI, after arriving on a long-stay work visa. The IGI website lists its current address and opening hours, and the employer should help with the appointment.
No. Romania is a full Schengen member, yet a permit issued in Mehedinți covers employment only in Romania. Entering Serbia depends on Serbian rules, and no Romanian document gives the right to work there or in another EU state.
First by paid time off granted within 60 days; if the vineyard, plant or hotel cannot spare the worker, by a premium of at least 75%. Averaged over the reference period, a working week with overtime stays within 48 hours.
Ask ITM Mehedinți or the Ministry of Labour. The Government sets the national minimum gross wage and reviews it periodically, so do not quote old figures to candidates.
An employer may deduct only what the law permits, with a combined ceiling of half the net monthly wage. Housing it provides cannot cost more than a quarter of net pay, and each charge has to appear in the written statement given before the journey.
Whether housing is in the same locality as the workplace, who transports workers on early and late shifts, how many share each room, the monthly charge and deduction, heating and cooling, and access to a doctor and shops.
Not unless the employer puts that in writing. Rural housing may also mean fewer shops and little public transport, so describe the setting honestly before candidates accept.
A CV and evidence of the core skill, such as a welding certificate or a filmed task, are enough at first. References come at shortlisting, and identity documents only later, on the employer’s or authorised agency’s written list. Collecting less protects candidates.
The employer, the Romanian agency and parties established in the EU fall under GDPR, which ANSPDCP supervises. Agencies outside the EU follow their own data law and the terms agreed in writing for the case.
Besides the right licence category, a driver needs Code 95 on the licence or a driver qualification card, under ARR rules. For international haulage with a Romanian carrier, a non-EU driver also needs an EU driver attestation, which ARR addresses to the carrier.
Ask SPCRPCIV Mehedinți, which handles driving licences and vehicle registration for the county. Whether a non-EU licence can be exchanged depends on the issuing country, so ask before making an offer.
A signed bilingual contract, the written statement of accommodation, meal and transport costs, the workplace and housing addresses, and a named employer contact reachable on arrival day. The partner agency should also keep copies in case a document is lost on the journey.
The entry in REGES-ONLINE, the Labour Inspection’s employee register, must exist no later than the day before work starts. A partner can ask the employer for confirmation once it has been made.
Yes. Romanian plus a language the worker understands is the legal minimum, and an employer that issues a Romanian-only contract can be fined. Candidates should read the draft in their own language before accepting.
For six months, the answer is generally no, except where the employer seriously breaches its obligations. A D/AM2 worker changing employer within two years does so through the placement agency, so check its terms. Explain this clearly before departure.
ITM Mehedinți, the territorial labour inspectorate, handles complaints about pay, hours, safety,y and undeclared work. The Labour Inspection also runs an online petition form that workers can use. Give each worker these contacts before travelling.
No. Partners may not charge candidates commissions, fees, or taxes, ask for deposits or guarantees, or require them to pay placement costs; the employer pays placement costs. A partner charging candidates will not be part of any cooperation with us.
Requests for money, sale of consulate appointments, promises of visas or permits, an employer that cannot be named or located, and claims that the job leads to work in another EU country. Stop such offers and warn the candidates involved.
No. Each employer sets its own requirements and decides which nationalities and profiles it considers. Routes also differ by citizenship, so a candidate who fits D/AM1 may be easier to place than one who depends on D/AM2, whose filings must first be confirmed as resumed.
No. The county strategy places Mehedinți in the Middle Danube Euroregion, a cross-border cooperation framework. Like the South-West Oltenia development region, it has no say over permits, inspections, or hiring; those remain with county and national institutions.
The County Council’s strategy describes tourism as based on cultural heritage and the Danube, with accommodation concentrated in certain localities. Hospitality roles are seasonal, so confirm the visa route before any sourcing.
The county development strategy names Orșova, Strehaia, Vânju Mare and Baia de Aramă alongside Drobeta-Turnu Severin. A job order should name the exact locality, because services and transport in a small town or village differ from the seat.
Primăria Municipiului Drobeta-Turnu Severin este la Strada Mareșal Alexandru Averescu 2. Its website provides municipal services and local information for residents of the county seat. It is a municipal authority and does not handle work visas or permits, which fall under national bodies.
On the website of Consiliul Județean Mehedinți, which also publishes the council’s strategic plan. Partners can read it for the sector analysis that this page summarises. Sector descriptions on this page come from that strategy, not from any employer.
Ask for its ANOFM authorisation and check it in the WorkinRomania registers. Authorisation is renewable and requires a financial guarantee, so an agency whose authorisation has lapsed cannot file D/AM2 cases. Also ask which employer the agency is acting for.
The mission covering the candidate’s country of residence. Applications start on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro); each mission runs its own appointments, and no intermediary can sell a slot. Please provide each candidate’s country of residence.
Which sawmill, panel or furniture machines they have run and for how long, backed by references or a short filmed task. The strategy lists wood processing in its industrial analysis, and the work brings noise, dust and lifting.
Under the agreed checks, no candidate is approached until it can. A missing registration, an unclear workplace, or a missing draft contract holds up the case, because sending candidates to an unverified employer creates risks that are hard to undo.
Complete the recruiter partner registration and describe your occupations, source countries, licence and the trades you test and how. We will reply with the questions that apply to Mehedinți before discussing any role.
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