Share your agency profile, sourcing countries and the trades you can test for Sibiu County employers.
Sibiu County, in southern Transylvania, combines an export-oriented manufacturing base around the city of Sibiu with gas, food and tourism activity spread across Mediaș, the Târnave valleys and the foothills of the Făgăraș Mountains. This page is for recruitment agencies abroad, workforce suppliers, and recruitment partners considering cooperation with AtoZ Serwis Plus on behalf of employers in the county.
Our role is coordination between businesses. The employer, or the Romanian placement agency it appoints, decides on hiring and files the immigration paperwork; the partner abroad sources, screens and prepares candidates; AtoZ Serwis Plus links the two, and the cooperation is set up so that who agreed to do what is recorded in writing. We are not a Romanian placement agency, and we do not file applications ourselves. The registered employer lodges a D/AM1 file; a D/AM2 file requires an ANOFM-authorised Romanian agency or an authorised employer, and since those filings were suspended, their status is the first thing to confirm.
AtoZ Serwis Plus has no office in Sibiu County, and this page does not advertise vacancies or suggest that a job order exists. Whether a post is opened to a partner abroad, and to which one, rests with the employer or its authorised agency. Fees, screening duties, and responsibility for candidate communication are agreed in writing for each cooperation before approaching candidates.
The Centre regional development agency’s county profile shows an economy where services and industry account for most of the output, with agriculture a small share. Exports are dominated by electrical machinery and equipment, followed by transport equipment. For a partner, that points to four industrial families, each with its own screening logic.
Electrical equipment is the country’s largest export group. Typical production work involves assembling components, crimping and connecting cables, soldering, and visual or electrical testing. Good candidates have steady hands, can handle repetitive cycles, and can read a simple drawing. Ask whether the employer uses clean-room rules, antistatic procedures or microscope inspection, and screen for that discipline.
The profile lists the components-and-subassemblies industry among the county’s pillars. Lines run to takt time and traceability rules and may run across three shifts. CNC operators, setters, maintenance technicians and quality inspectors are distinct trades; a production operator with no machine experience is not a CNC operator. Confirm what the employer means before you start the search.
Gas extraction and transmission are established activities in the country, with the national gas producer and transmission operator listed among the major companies in the development agency profile. Ask the employer which technical qualifications, safety certificates and language level field and maintenance roles require. Treat any request here as specialist recruitment, likely through D/AM1 if the worker qualifies as highly qualified, and confirm the route with the employer.
Meat processing appears in the profile as an established local industry. Expect cold environments, knife work, hygiene rules and medical checks before starting. Ask about line speed, protective clothing, and whether the work involves slaughter, cutting, or packing, since experience in one does not automatically transfer to another.
Shares and rankings shift over time. The county statistics directorate publishes industrial and labour data on the INS Sibiu site, and AJOFM Sibiu publishes registered unemployment figures. The development agency’s profile recorded unemployment below the national average; read the current monthly figure before describing the labour market to anyone.
Tourism in Sibiu County rests on a mix the development agency describes as natural setting plus cultural sites: the historic centre of Sibiu, which held the title of European Capital of Culture, the Făgăraș Mountains on the southern edge, and the Păltiniș mountain resort. The county council’s own presentation adds ethnographic areas such as Țara Oltului, Țara Secașelor and the Târnave valley, where rural guesthouses and local food are part of the offer.
That geography produces two different hospitality markets. City hotels and restaurants in Sibiu operate year-round, with peaks on weekends and during festivals. Mountain and rural accommodation is more seasonal, with winter sports at Păltiniș and a summer hiking season. Ask the employer which pattern applies before talking about contract length.
A winter season at Păltiniș or a summer on the Făgăraș trails is short. A visa-dependent candidate outside D/AM1 would need a D/AM2, capped at 180 days in any 12 months, open only to listed occupations, and available only once filings are confirmed as resumed. EU citizens, Romanian dual nationals, and temporary protection holders need no work visa, making them a simpler fit for a single season.
Hospitality screening differs from factory screening. Look for evidence of service experience, kitchen hygiene, and at least basic English or Romanian for guest contact. A cook should be able to describe the menus they have produced; a receptionist should be able to handle a booking system and a complaint. Ask whether split shifts, late finishes and weekend work apply, and state them before the interview.
Set up cooperation so that four items are on file before approaching candidates.
In D/AM2 cases, two further conditions apply: the vacancy must be declared to AJOFM Sibiu, and the occupation must be on the shortage list in force. Ask for evidence of both.
A company’s registered office and its plant may sit in different parts of the county; for instance, an office in Sibiu and a site near Mediaș. Match the work point in the trade register to the address in the job order, and ask which local AJOFM office the employer works with: Sibiu or Mediaș.
Write the screening grid from the employer’s documents, not from a generic profile. For the county’s main sectors, a short set of questions covers most risks:
The employer, or its authorised agency, conducts the selection interview. Partners lay the groundwork: check identity at the start of the call, test sound and camera beforehand, and make sure the candidate has read a summary of the role, the town, and the pay. Agree with the employer whether a partner representative may attend.
Agree on practical tests and film them only with consent. A crimping and continuity test suits cable assembly; a measurement and drawing-reading task suits machining; a timed packing or trimming task suits food lines. Hospitality candidates can prepare a dish or handle a simulated guest complaint. Report results honestly, including near misses, and keep test materials consistent across countries.
Language matters for safety. Employers must provide safety training in a language the worker understands, but a Romanian supervisor may give daily instructions at a local plant. Ask the employer how it bridges that gap.
Check citizenship first, because it decides the whole route.
Romania is fully part of the Schengen area. A Sibiu residence permit allows short travel in the area but no work in another EU state, a point worth repeating to candidates who see Sibiu as a step towards elsewhere.
A Government Emergency Ordinance on foreigners’ access to the Romanian labour market replaced the old work authorisation (aviz de muncă) with a single application (cerere unică) on WorkinRomania. The Ministry of Internal Affairs developed the platform, and ANOFM, AJOFM Sibiu, IGI, and the Labour Inspection use it.
D/AM1 serves highly qualified workers, including EU Blue Card holders candidates ,and named groups: specialists, professional athletes, staff on certain infrastructure projects, and full-time hires from Moldova, Ukraine, and Serbia. The no-shortage list test does not apply, and the employer files. A gas engineer or an experienced automation specialist may fit here; the employer decides and files.
D/AM2 takes permanent, seasonal and cross-border hires, provided the occupation is on the Minister of Labour’s shortage list and the Government’s annual quota has room. An ANOFM-authorised placement agency normally files. An employer can file D/AM2 itself only as an authorised employer, which requires a long unbroken activity record, an average of at least 50 employees, a clean compliance history and a financial guarantee for each worker.
A court suspended the national List of Shortage Occupations, D/AM2 filings stopped, and the platform switched off the related functions; the Ministry of Labour said it would appeal, so check the outcome. An assembly worker for a Cisnădie plant or a cook for a Păltiniș hotel is not sourced on that route until WorkinRomania or the authorised agency confirms filings are open again for that occupation.
The candidate lodges visa applications at a Romanian embassy or consulate after filling out the form on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). Each mission runs its own appointments, and nobody can sell one. The long-stay work visa is valid for 90 days; during this period, the lies to IGI’s Sibiu service for the residence permit permitThissa runs for the contract plus 5 days, up to 90 days. Changing employer is generally barred for six months unless the employer seriously breaches its duties, and D/AM2 workers change through the agency during their first two years.
The floor is the national gross minimum wage, fixed by Government decision and reviewed periodically, or any higher minimum in a sector or collective agreement. Ask ITM Sibiu or the Ministry of Labour for the current figure, and never reuse a number from an older advert. Workers from outside Romania must receive the same treatment as local staff in comparable posts.
The Labour Code sets the normal working time at 8 hours a day and 40 a week. With overtime, the week may not exceed 48 hours on average over the reference period. Extra hours are repaid first as time off within 60 days and otherwise at a premium of at least 75%. Where a plant runs three shifts or a hotel faces a festival weekend, ask how overtime is scheduled and recorded.
Deductions may be made only as set by law, and all deductions together cannot exceed half the net monthly salary. Any charge for housing, meals, or transport must be stated in writing before the worker leaves home. REGES-ONLINE must show the contract no later than the day before work starts, and the employer makes that entry. Fines for breaches can be counted per worker, and ITM Sibiu, on Calea Dumbrăvii, inspects these points countywide.
The county has two municipalities, Sibiu (the county seat) and Mediaș, and nine towns: Agnita, Avrig, Cisnădie, Copșa Mică, Dumbrăveni, Miercurea Sibiului, Ocna Sibiului, Săliște, and Tălmaciu. AJOFM Sibiu has local agencies in Sibiu and Mediaș and work points in Avrig, Agnita, Cisnădie, Dumbrăveni, and Copșa Mică, reflecting the split between the Sibiu area and the Târnave side of the county.
The A1 motorway serves the county, and two main railway lines cross it. Sibiu International Airport, which the county council lists among its subordinate institutions, lies about 5 kilometres from the city centre according to the development agency. For many candidates, that airport will be the arrival point.
A job described as in Sibiu may be in the city, a neighbouring commune, or Cisnădie or Tălmaciu, and a job in Mediaș means a different labour market altogether. A site in a commune next to the city is near Sibiu, not in it. Ask for the street address, the shift times, whether a works bus runs, and whether city or interurban buses fit the shift pattern, especially at night.
Housing questions to put to the employer in writing:
Where the employer provides accommodation, the ordinance limits the charge to a quarter of the worker’s net pay. Do not call accommodation in Sibiu free unless the employer confirms it in writing.
Ask for documents in the order they are needed. For the first screening, you need only a CV and evidence of the core skill, such as a crimping certificate or a photo of a menu the cook produced. Identity documents, diplomas, the criminal record certificate and medical evidence come later, from the written list the employer or authorised agency issues once it selects the candidate.
The employer, the Romanian agency and any EU-based intermediary process these files under GDPR, overseen in Romania by ANSPDCP. A partner established outside the EU applies its own national data law and the data-sharing terms it has signed. Agrees to secure transfer methods, retention periods and deletion of files for unsuccessful candidates.
Specialist roles bring extra paperwork. CNRED recognises foreign qualifications for regulated professions, and health professionals also register with their professional body. Gas industry and maintenance roles may require proof of specific technical training or safety certificates; ask the employer which ones and whether translations must be certified.
Candidates keep their own passports. If anyone in the chain asks to hold a passport or identity card, stop the cooperation and ask questions.
Before departure, give each worker a written pack: the employer’s name and address, the workplace address, the arrival airport and transfer, the first night’s accommodation, a local contact with a phone number, and the pay, hours, and charges exactly as in the contract.
The first days in Sibiu County typically include, in this order: signing or countersigning the bilingual contract, confirmation that the REGES-ONLINE entry was made no later than the day before work starts, safety induction in a language the worker understands, medical checks where the role needs them, and opening a bank account for wages. Submit the residence permit application to IGI’s Sibiu service by the legal deadline; ask the employer who books the appointment.
Plan for the season. Winters here are cold, and mountain work around Păltiniș means snow and isolated housing. Workers on night shifts in Mediaș or Copșa Mică need a reliable way home.
Stay in touch during the first month: call after the first week, after the first payslip, and at the end of the probation period. Record what was raised and what the employer did about it.
A cook bound for Păltiniș or an operator bound for Mediaș pays nothing to be placed. Romanian rules bar commissions, fees, taxes, deposits, and guarantees taken from foreign workers and leave placement costs with the employer; a partner that charges candidates loses cooperation.
The territorial labour inspectorate handles unpaid wages, unrecorded overtime, and unsafe conditions. ITM Sibiu is at Calea Dumbrăvii 17 in the city, and you can also lodge complaints online through the Labour Inspection portal. Every worker should leave home with those details.
Warning signs of fraud include a recruiter asking candidates for money, a promised visa appointment for a fee, a company missing from the trade register, a placement agency that does not appear in the WorkinRomania registers, or an offer that says only“Sibiu” with no workplace address. Suspected trafficking or forced labour must be reported to the police straight away.
Good welfare is practical: a named contact who answers, a way to raise problems without fear, and honest replies when something cannot change. For shared housing, ask the employer who resolves disputes between residents.
If your agency sources electrical assembly staff, machine operators, food production workers, or hotel and kitchen teams, and you can test skills and protect candidate data, we would like to hear how you could support requests from registered employers or ANOFM-authorised Romanian agencies. Register as a recruiter partner, including your countries of operation, trades, and references. Our Romania recruiter page sets out the rules that apply in every county.
Register as a recruiter partner and tell us how your agency could support Sibiu County requests from registered employers and authorised Romanian agencies.
The Centre development agency profile points to electrical equipment, automotive components, natural gas extraction and transmission, and meat processing, alongside a large services sector and tourism. Electrical machinery leads the county's exports in that profile.
Mediaș is the second municipality, and the nine towns are Agnita, Avrig, Cisnădie, Copșa Mică, Dumbrăveni, Miercurea Sibiului, Ocna Sibiului, Săliște and Tălmaciu. Many sites sit in communes near these towns, so always ask for the address.
The county employment agency has its head office at Strada Morilor 51A in Sibiu, with a second local agency in Mediaș. Work points operate in Avrig, Agnita, Cisnădie, Dumbrăveni and Copșa Mică, according to its contact page.
AJOFM Sibiu has a local agency in Mediaș that also serves the Dumbrăveni and Copșa Mică work points. Ask the employer which office received its vacancy declaration, which a D/AM2 case requires, and whether D/AM2 filings have resumed since their suspension.
The territorial labour inspectorate is at Calea Dumbrăvii 17 in Sibiu. It inspects contracts, pay, working time and safety, and receives complaints. Its page sits on the national Labour Inspection website.
Sibiu County Council lists the airport among its subordinate institutions. The development agency places it about 5 kilometres from the city centre, which makes it a practical arrival point for workers heading to the Sibiu area.
The A1 motorway crosses the county, linking it towards Bucharest and the Hungarian border, and two main railway lines run through it. Ask employers whether their sites are reached by public transport or only by works bus or car.
No. A site in a neighbouring commune is near Sibiu, not in it, and travel time can differ a lot. Ask for the exact address and check how a worker without a car reaches it for every shift.
Mediaș is the county's second municipality and a separate labour market on the Târnave side, with its own AJOFM local agency. Commutes from Sibiu are long, so housing near the workplace is the first question for Mediaș roles.
Steady hands, comfort with repetitive cycles, cable crimping or soldering experience, and the ability to read simple drawings. Ask whether the plant uses antistatic or clean-room procedures, which some candidates find demanding.
No. A CNC operator sets up and adjusts machines and reads drawings, while a production operator usually loads parts and checks output. Confirm the employer's definition before searching, because the two pools of candidates differ.
Possibly, but they are specialist posts needing recognised technical qualifications and safety certification. If the worker qualifies as highly qualified, D/AM1 may apply. The employer confirms the route and files the application itself.
Cold rooms, knife work, strict hygiene, protective clothing and medical checks before starting. Clarify whether the job is cutting, deboning or packing, since experience in one area does not automatically transfer to the others.
Mountain accommodation around Păltiniș follows winter sports and summer hiking seasons, so contracts tend to be shorter than in city hotels. A candidate needing a visa would face the D/AM2 seasonal rules, so check first whether those filings have resumed.
Up to 180 days in any 12 months under D/AM2, for listed occupations only, and only once filings on that route are confirmed as resumed. A Păltiniș winter contract for an EU citizen, a Romanian dual national or a person under temporary protection falls outside that cap, since none of them needs a work visa.
Sibiu held the European Capital of Culture title, and its historic centre draws visitors through the year, with weekend and festival peaks. City hotels and restaurants therefore tend to offer longer contracts than mountain guesthouses; ask each employer for its rota and peak dates.
Safety training has to be in a language the worker understands, yet a line supervisor may give daily instructions in Romanian. Ask whether bilingual team leaders exist and screen for the language level the role really needs.
Look up the company in the trade register, confirm its WorkinRomania registration, obtain a signed job order and see a draft bilingual contract. For D/AM2, also check the placement agency's ANOFM authorisation.
WorkinRomania refuses, among others, firms trading for less than a year, firms owing tax, firms penalised in the last few years for labour breaches or undeclared work, and firms with relevant convictions. A Sibiu employer that fails them cannot file.
A company's registered office and its plant may sit in different places, for instance an office in Sibiu city and a site near Mediaș. Matching the registered work point with the workplace in the job order confirms that the site exists and belongs to the employer.
A Moldovan citizen without Romanian citizenship can go through D/AM1 on a full-time contract with a registered employer, and the shortage list plays no part. If the welder also holds Romanian citizenship, no visa is needed at all.
Serbian citizens hired full-time by a registered employer can use D/AM1, which does not depend on the shortage list. The restaurant files the single application, and the chef then applies for the visa at a Romanian mission.
Yes, a protected Ukrainian may work without a work visa. The scheme has its own expiry rules, so read IGI's guidance before a Sibiu hotel or plant offers a contract running past them.
Check before sourcing. The national shortage list was suspended by a court, and D/AM2 filings stopped with it. Ask WorkinRomania or the authorised agency whether filings run again and whether the specific occupation is listed.
Normally an ANOFM-authorised Romanian placement agency. The employer files alone only as an authorised employer, which requires at least 50 employees on average, a long activity record, clean compliance and a guarantee per worker. Confirm first that D/AM2 filings have resumed.
No. AtoZ Serwis Plus is a recruiter cooperation partner and files no applications. Placement agencies authorised by ANOFM or registered employers handle the Romanian procedures, with responsibilities agreed in writing.
No office exists in Sibiu County, and no vacancy or job order is implied on this page. Roles are shared only when an employer or authorised agency decides to share them with a particular partner.
IGI's immigration service for Sibiu County handles residence permits for work and registration certificates for EU citizens. The worker applies within the legal deadline after arrival, and the employer usually helps book the appointment.
No. Romania is a full Schengen member, so short travel within the area is possible, but a Romanian visa or residence permit does not authorise work in another EU state.
The national gross minimum wage fixed by Government decision is the floor, unless a sector or collective agreement sets more. ITM Sibiu on Calea Dumbrăvii can confirm the figure in force.
The normal week is 40 hours, and with overtime the average may not exceed 48. Hours beyond the norm are repaid with leave inside 60 days, failing which a premium of at least 75% is due. Ask the plant how it records hours.
Only what the law allows, and all deductions together stay below half the net monthly salary. Housing, meal or transport charges must be disclosed in writing before departure so the worker knows the expected net pay.
The entry in the Labour Inspection's electronic register is due no later than the day before work starts. Ask the employer for proof of it before the worker travels.
When the employer provides accommodation, the ordinance caps the charge at a quarter of the worker's net pay. Get the actual figure, the room occupancy and the payment method in writing before candidates accept.
The city and the county have public bus services, but routes and night times vary. Ask the employer whether a works bus runs and whether public transport fits the shift pattern at the specific site.
Only a CV and evidence of the core skill, for example a soldering certificate or photos of dishes a cook has produced. Identity documents, diplomas, criminal record certificates and medical evidence come once the employer or its agency selects the candidate and issues its written list.
The employer, the Romanian agency and EU-based parties process data under GDPR, supervised by ANSPDCP. Partners outside the EU apply their own data law and the signed data-sharing terms, including deletion of rejected candidates' files.
A regulated profession calls for CNRED recognition, and health staff also need their professional body's registration. Gas or maintenance roles near Mediaș may ask for safety certificates, so ask the employer which documents and translations it wants.
The employer or its authorised agency conducts the selection interview. A partner verifies identity, tests the connection and briefs the candidate on the role, the town and the pay before the call.
Crimping and continuity checks for cable assembly, measurement and drawing tasks for machining, and timed packing or trimming for food lines. Agree the format with the employer and film tests only with consent.
Employer and workplace addresses, arrival airport and transfer, first night's accommodation, a local contact number, and pay, hours and charges as written in the contract. Add guidance on bank accounts and local transport.
Contract signing if not done earlier, confirmation that the REGES-ONLINE entry was made no later than the day before work starts, a safety induction in an understood language, medical checks where needed, a bank account for wages and the IGI residence permit appointment.
Not during the first six months, save for a serious breach by the employer. In their first two years D/AM2 workers move only through the placement agency, and D/AM2 filings were suspended, so check their status before relying on that route for a Sibiu post.
No. A foreign worker may not be asked for any commission, fee, tax, guarantee or deposit, and the employer bears placement costs. A partner that charges a candidate is dropped from the cooperation.
No. Both are separate towns of Sibiu County, and AJOFM keeps a work point in Cisnădie. A job there is near Sibiu, not in it, so ask for the street address, the shift times and whether a works bus or interurban line covers the journey.
Payment requests to candidates, paid visa appointments, companies missing from the trade register, agencies absent from the WorkinRomania registers, missing workplace addresses and pressure to decide fast. Stop and verify every such offer.
No. Booking rules differ from one Romanian mission to the next, and the visa form itself sits on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). Treat anyone who asks money for a slot as a fraud risk.
Mediaș, Copșa Mică and Dumbrăveni lie in the north of the county along the Târnava Mare. AJOFM's Mediaș local agency serves that side, and a worker based there faces a long trip to Sibiu, so check that housing is close to the site.
They need Code 95 on the licence or a driver qualification card as proof of competence. For a non-EU driver on international routes, a carrier based in Sibiu also needs the driver attestation that ARR issues to the carrier. Licence exchange depends on the issuing country.
AJOFM Sibiu publishes registered unemployment data, and the INS Sibiu statistics directorate publishes county bulletins. The development agency profile recorded unemployment below the national average; check the current figure before citing it.
The prefect represents the Government in Sibiu County, and the county council runs county services, including authority over the airport. Work and residence files go instead to WorkinRomania, AJOFM Sibiu and IGI.
Sibiu is one of six counties in the Centre development region. That region is a statistical and planning unit with no administrative powers, so permits, inspections and vacancy declarations all stay with the Sibiu county offices.
Use the recruiter partner registration form, listing the countries you recruit in, your trades and how you handle candidate data. We then explain the checks and division of tasks before any Sibiu request is discussed.
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