Describe the countries you recruit in and the trades you can test, and we will reply about cooperation on Suceava cases.
Suceava County runs from its seat, the municipality of Suceava, westwards into the mountains around Câmpulung Moldovenesc and Vatra Dornei. Its northern edge borders Ukraine. For a partner agency abroad, three facts from official reporting frame any conversation about the county. AJOFM Suceava has recorded registered unemployment well above the national rate. The largest groups of vacancies employers report are for unskilled workers and lorry drivers. A steady flow of local people also seeks work elsewhere in the EU through EURES.
Together, these facts describe a labour market where jobseekers exist but do not always match employer needs, and where skilled people, drivers above all, are pulled abroad. That is the setting in which a Suceava employer may consider candidates from outside Romania. It does not mean any given employer is recruiting.
No AtoZ Serwis Plus office exists in Suceava County; this page lists no vacancies, and nothing written here implies a job order. Sectors are described from AJOFM Suceava’s reporting and from municipal planning documents so that partners can judge what screening would involve.
On status first: AtoZ Serwis Plus is not a Romanian placement agency and files nothing on the platform. Under the Government Emergency Ordinance on foreigners’ access to the Romanian labour market, D/AM2 recruitment of permanent, seasonal and cross-border workers runs through a placement agency authorised by ANOFM, or through an employer that has obtained authorised-employer status, provided D/AM2 filings, suspended with the shortage list, are confirmed to have resumed. The employer registered on the WorkinRomania platform files D/AM1 cases.
We sit between partner agencies outside Romania and that Romanian side. The Suceava employer, or its authorised agency, chooses which roles to offer to which partners. Before contacting candidates, the parties put in writing who advertises and pre-screens, who runs trade tests, who verifies documents, who files on the platform, who briefs candidates on Suceava conditions, and who stays in touch after arrival. Set pricing, cost sharing, and invoicing out in a written agreement; never settle them by email or phone.
A partner agency also holds whatever recruitment licence its country requires. Keep a copy ready, because the employer or authorised agency may ask for it before sharing a role.
The county has sixteen urban settlements, according to the integrated urban development strategy published by Suceava City Hall. Five are municipalities: the seat at Suceava, Fălticeni to the south, Rădăuți to the northwest, and Câmpulung Moldovenesc and Vatra Dornei in the mountains. AJOFM Suceava maintains work points in all four of the others and in the town of Gura Humorului so that local jobseekers can access services across the county rather than only in the seat.
In the city centre, the same strategy places the main industrial zones between the city centre and the Burdujeni and Ițcani districts, with logistics sites near Ițcani along the E58. Suceava City Hall stands on Bulevardul 1 Mai. The Ștefan cel Mare airport lies in the town of Salcea, about 14 km from the city, and Suceava and Salcea together form the city’s functional urban area.
Road links shape commuting. The E85 (DN2) runs south towards Bucharest, some 444 km away, and north to Siret; the E58 (DN17) heads west through Gura Humorului towards Dej; DN29 links the seat with Botoșani and DN29A with Dorohoi. Iași is about 146 km by road. A job order that says “Suceava” may mean an Ițcani warehouse, a sawmill in the mountains or a hotel in Vatra Dornei, and each of those means a different commute, climate and housing market.
Suceava belongs to the North-East development region. The region is only a statistical and planning unit; inspections, permits, and vacancy declarations remain with county and national bodies.
A partner who proposes foreign candidates for Suceava should understand why an employer is looking outside the county at all. AJOFM Suceava’s reporting points to a mismatch, not a simple shortage of people. Registered unemployment has stayed well above the national rate. Yet the agency’s EURES advisers counsel residents seeking jobs elsewhere in the European market, and it relays offers from Spain in transport and agriculture. Employers several countries away are recruiting the same drivers and farm workers a Suceava employer would like to hire.
AJOFM Suceava also runs job fairs in the seat and in Rădăuți, Fălticeni, Câmpulung Moldovenesc and Gura Humorului, with information sessions in Vatra Dornei. For a D/AM2 hire, once filings are confirmed as resumed, that local effort is part of the record: the post must have been declared vacant to the agency, and an employer that has used the fairs and the agency’s mediation can explain more convincingly why it still needs candidates from abroad. Ask the employer what it tried locally and what happened. The answer shows what the employer has already tested on the local market.
The registered unemployment rate itself changes from month to month. Take the current figure from AJOFM Suceava’s statistics pages or the county statistics directorate rather than from an older report, and never present jobseeker numbers as a shortage figure.
AJOFM Suceava’s annual activity report gives the clearest official picture of demand. Among vacancies employers report, unskilled workers in various fields make up the largest group, followed closely by lorry drivers, then car drivers, retail workers, goods handlers, cooks, security staff, and servers. The most commonly named activities are construction, commerce, waste management, non-metallic mineral products, hotels and restaurants, and wood processing. Each has its own screening needs.
Lorry drivers stand out in the report, which matches the county’s position on the E85 and E58 corridors. A driving candidate needs the right licence category, proof of professional competence under Romanian Road Authority (ARR) rules, meaning Code 95 on the licence or a driver qualification card. A non-EU driver sent on international routes by a Suceava haulier also needs a driver attestation, which ARR issues to the carrier. Whether a non-EU licence can be exchanged depends on the issuing country; ask SPCRPCIV Suceava, the county driving licence and vehicle registration service, before any offer. Screen for tachograph use, route experience, load securing and the languages the candidate can use with dispatchers.
Sawmills, panel production and furniture workshops need saw operators, edge banders, CNC operators and maintenance fitters. Ask which machines the candidate ran, for how long and on what materials, and whether they can measure and read cutting lists. Dust, noise and outdoor timber yards in mountain winters are part of the job, and candidates should hear that early.
Construction and non-metallic mineral products (concrete, bricks, aggregates) need formwork carpenters, steel fixers, masons, plant operators and labourers. Ask for photographs of previous work, the trades actually practised and any operator cards. Outdoor building slows in the cold months, so check whether a contract runs through winter.
Cooks and servers appear among the notified occupations, as do retail workers. In kitchens, test practical cooking rather than relying on certificates, and ask the employer whether the work is year-round or tied to visitor peaks around the mountain resorts. Retail and warehouse roles need basic numeracy, shift flexibility and, for goods handlers, forklift experience where the employer asks for it.
Waste collection and sorting combine early shifts, physical work outdoors and strict safety rules. Screen for fitness, tolerance of the conditions and, for drivers of collection vehicles, the licence and qualification checks above.
Unskilled roles top the AJOFM list, but they also have the most local jobseekers. Expect an employer to show why a non-EU candidate is needed for such a role, and remember that a D/AM2 filing requires the occupation to be on the shortage list in force and the suspended filings to have restarted.
A Suceava company may have its registered office in the seat and its yard or hotel in Rădăuți, Fălticeni or the mountains. Put both addresses on the order: the second decides commuting, housing and where inspectors visit.
Suceava borders Ukraine, and many Moldovan candidates also hold Romanian citizenship. A candidate with a valid Romanian passport or identity card is an EU citizen for employment purposes and needs no work visa. Ask early whether a candidate holds Romanian citizenship, because it changes the whole route; the employer checks the document later, at the stage the employer’s written list sets.
Ukrainians sheltered in Romania under temporary protection can take a job in Suceava without a work visa. The EU sets the protection period, so check IGI’s guidance before planning a long contract. EU, EEA, and Swiss citizens can also work without a permit; after three months, they obtain a registration certificate from the Suceava county immigration service.
Romania is a full Schengen member. A Romanian visa or residence permit allows short visits to other Schengen states, but it never authorises work in them. Refuse a Suceava offer presented as a stepping stone to Germany or Spain.
For other candidates, the employer or the authorised agency files a single application on WorkinRomania, the national platform developed by the Ministry of Internal Affairs and used by ANOFM, AJOFM Suceava, IGI, and the Labour Inspection. After approval, the candidate fills in the form on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro) and applies for a long-stay visa at a Romanian mission abroad. Each mission manages its own appointment system; no one can promise or sell a slot.
The shortage list is the hinge for many of the roles described above. After the Bucharest Court of Appeal suspended the order approving the List of Shortage Occupations, D/AM2 filings and related platform functions were suspended and deactivated; the Ministry of Labour said it would appeal, so check the outcome. Partners must confirm on WorkinRomania, or with the authorised agency, that D/AM2 filings have resumed and that the specific occupation is listed before sourcing anyone for a Suceava driving, construction or kitchen role on that route. Seasonal hotel staff are no exception: the employer must answer in writing whether a seasonal contract can use any other route.
The long-stay work visa is valid for 90 days, and the residence permit application to the county immigration service in Suceava has to be lodged within that window. A seasonal visa lasts the contract length plus 5 days, up to a maximum of 90 days. For six months from the start of activity, a worker may not move to another employer unless the first one seriously breaches its duties, and a D/AM2 worker who moves within two years does so through the placement agency.
Every foreign worker must earn at least the national gross minimum wage, set by Government decision and revised periodically, and receive equal treatment with Romanian staff in the same job. There is no county rate; when preparing an order, use the current figure from the Ministry of Labour or ITM Suceava. For the county’s many haulage cases, ask the employer to state in the drivers’ contract how daily allowances and rest periods are handled.
The Labour Code fixes the normal working day at 8 hours and the normal week at 40. Overtime may push the weekly average up to 48 hours over the reference period, and no further. Extra hours are compensated with paid time off within 60 days; if that is impossible, the employer pays a premium of at least 75%.
Deductions from pay are lawful only where the law allows them and may not exceed half of net monthly pay. Where the employer provides housing, the rent charged is capped at a quarter of net pay, and any housing, meal or transport charge must be stated in writing before departure. No commission, fee, guarantee or deposit may be taken from a foreign worker for being placed. The employer pays placement costs, and the cooperation ends once a candidate has paid.
Ask where workers will live before anything else: a room in Suceava city is a different proposition from one in Vatra Dornei or Câmpulung Moldovenesc, where visitor peaks may compete for the same beds. Ask the employer for the address of any accommodation, the number of occupants per room, heating arrangements for winter, kitchen and laundry access and the monthly charge. Do not call housing free unless the employer has confirmed that in writing.
In the seat, Transport Public Local S.A., wholly owned by the Municipality of Suceava, operates buses, and a large share of its daily mileage is covered by electric buses. Its management plan, published by the City Hall, aims to serve the wider functional urban area, including Salcea and neighbouring communes such as Ipotești, Șcheia, and Moara. Check the current route map before assuming that a site near those communes is reachable by public transport. For yards in Ițcani or Burdujeni, ask about the first and last buses against shift times; for sites outside the seat, ask whether the employer runs a shift bus and what it costs.
Brief candidates plainly on winter in the mountain towns, where cold and snow shape both work and free time, and on the days drivers spend away from base. Ask the employer how they heat housing and how workers get to shops and services when roads are bad.
Collect personal data in stages. At first, a CV, a phone number, and evidence of the relevant skill are enough. Identity documents, diplomas, police certificates, and medical papers follow only after the employer selects the candidate, and only as listed in writing by the employer or authorised agency. GDPR covers data processed by the Romanian employer, the Romanian agency, and any EU-based party, with ANSPDCP as the Romanian authority; a partner based outside the EU applies its own country’s data law, and the data terms agreed in writing. Original passports are never collected.
A structured interview, by video if needed, should test the candidate’s understanding of pay, hours, housing, winter conditions, and the route. Then comes a practical check suited to the job: a driving assessment with a qualified examiner, a cutting test on a panel saw, a kitchen trial or a formwork task. Make clear that passing an interview is not an offer and that no visa outcome is promised.
For regulated professions, CNRED recognises foreign diplomas, and health professionals also need recognition and registration with their professional body.
Before travel, the worker should have the signed bilingual contract, a written statement of housing, meal, and transport costs, the workplace address, and a named employer contact. The employer must register the contract in REGES-ONLINE no later than the day before work starts; safety training is delivered in a language the worker understands. Workers flying in can use the Salcea airport if their route allows; the transfer to the workplace should be agreed in advance.
In the first weeks, the employer helps the worker file the residence permit application with the county immigration service. A check-in after the first payslip quickly shows whether deductions, hours, and housing match what was promised.
Complaints about pay, working time, safety or undeclared work go to ITM Suceava, part of the Labour Inspection, which also accepts online petitions. Because AJOFM Suceava relays genuine offers from Spain to local jobseekers, fake offers dressed up the same way can look credible to candidates. Warning signs include requests for money, paid consulate appointments, orders with no employer name or address, and promises of onward work in other EU states. Stop any such case and report it.
Agencies that can supply properly tested drivers, wood machinists, construction trades or kitchen staff, and that accept the checks described here, can apply through our recruiter registration form. Please tell us where you recruit, how you test skills and how you verify licences and qualifications. If a Suceava employer or authorised agency later decides to share a role with you, we will put the order, the visa route, and each party’s responsibilities in writing before anyone is approached. Our Romania recruiter page explains the national framework.
Register as a recruiter partner and show us how you test drivers, machinists and tradespeople. Roles are shared only when an employer or authorised agency chooses to.
No. AtoZ Serwis Plus has no office in Suceava County, lists no vacancies there, and has no job order because this page describes a sector. Roles are shared only when a Suceava employer or an authorised agency decides to, and terms come in writing first.
AJOFM Suceava’s annual report places unskilled workers in various fields first, with lorry drivers close behind, followed by car drivers, retail workers, goods handlers, cooks, security staff and servers. These are notified vacancies, not orders held by AtoZ Serwis Plus or its partners.
The agency most often names construction, commerce, waste management, non-metallic mineral products, hotels and restaurants, and wood processing. Each needs different screening, so match a partner’s real testing ability to the activity before discussing any role.
AJOFM Suceava lists lorry drivers among the largest groups of notified vacancies, and the county lies on the E85 and E58 road corridors. At the same time, the agency relays transport offers from Spain, so local drivers have options abroad.
The right licence category, proof of competence (Code 95 on the licence or a driver qualification card) under Romanian Road Authority rules and, for international journeys, a driver attestation that ARR issues to the Romanian carrier. Licence exchange depends on the issuing country, so ask SPCRPCIV Suceava before any offer.
The head office is on Strada Tudor Vladimirescu in Suceava city. Work points operate in Rădăuți, Câmpulung Moldovenesc, Fălticeni, Vatra Dornei and Gura Humorului, so employers and jobseekers across the county have a nearby office.
AJOFM Suceava’s EURES advisers counsel residents who want jobs elsewhere in the European market, and the agency relays offers from Spain in transport and agriculture. For a partner, that means local drivers and farm workers have options abroad, and employers in Suceava have to compete with them.
Because jobseekers and vacancies don't always match, AJOFM Suceava reports registered unemployment well above the national rate, yet unskilled and driving vacancies still top its list. Quote the current rate from the agency, not an old report. Ask the employer what it tried locally, including AJOFM mediation and job fairs, before proposing candidates.
Its reporting describes job fairs in Suceava, Rădăuți, Fălticeni, Câmpulung Moldovenesc and Gura Humorului, plus information activities in Vatra Dornei. They show local recruitment effort, which matters when an employer explains why a D/AM2 post still needs foreign candidates, once D/AM2 filings are confirmed as resumed.
Fălticeni, Rădăuți, Câmpulung Moldovenesc și Vatra Dornei. The city hall’s urban development strategy lists 16 urban settlements, including towns such as Gura Humorului and Salcea. Ask every employer for the exact workplace address.
The Ștefan cel Mare airport lies in the town of Salcea, about 14 km from Suceava city, according to the municipality’s urban development strategy. Agree with the employer on each worker's arrival route and transfer to the workplace.
The municipal strategy places them between the centre and the Burdujeni and Ițcani districts, with logistics sites near Ițcani along the E58. Check bus times against shift patterns in these zones before agreeing on housing.
Transport Public Local S.A., a company wholly owned by the Municipality of Suceava. A large share of its daily mileage is covered by electric buses. Check the current network and timetables before relying on it for shift work.
The municipal urban development strategy gives about 444 km to Bucharest along the E85 and about 146 km to Iași. These distances matter for transfers after arrival and for drivers based in Suceava, so agree on the logistics with the employer in writing.
Sawmills, panel lines and furniture workshops involve dust, noise, heavy handling and, in mountain areas, cold yards in winter. Screen for machines actually used, measuring skills and cutting-list reading, then test on the employer’s equipment.
Ask for photographs of finished work, the trades practised and any plant operator cards, then arrange a practical task such as formwork or blockwork. Check whether the contract continues through winter, when outdoor building slows.
Some are tied to visitor peaks in the mountain towns; others run year-round. Ask the employer in writing, because a seasonal contract for a non-EU worker depends on the route available; check whether D/AM2 filings have resumed for that occupation.
Early shifts, outdoor physical work, and strict safety rules, with collection-vehicle drivers also needing the licence and qualification checks that apply to professional drivers. Screen for fitness and honest acceptance of the working conditions.
Unskilled roles head AJOFM Suceava’s vacancy list, but local jobseekers are also most numerous in those roles. Employers must justify foreign recruitment, and a D/AM2 filing requires the occupation to be on the shortage list in force; confirm that suspended D/AM2 filings have resumed.
Anyone with valid Romanian citizenship documents can work as an EU citizen, and many Moldovan candidates fall into that group. Temporary protection holders from Ukraine may also take a job in Suceava without a work visa, subject to the EU-level protection period.
Yes, either on a full-time D/AM1 visa filed directly by the registered employer, or without a work visa if they hold temporary protection in Romania. Check IGI’s guidance on the current protection period before planning a long contract.
Serbian citizens on full-time contracts fall under D/AM1, which the registered employer files directly without the shortage list or quota. Whether a seasonal contract can use that route is for the employer to confirm in writing.
An ANOFM-authorised placement agency or an authorised employer files a single application on WorkinRomania with AJOFM Suceava after the post has been declared vacant. The occupation must be on the shortage list in force, and the case must fall within the annual quota; first confirm whether suspended D/AM2 filings have resumed.
Do not assume so. D/AM2 filings were suspended after a court suspended the List of Shortage Occupations, and the matching platform functions were switched off. Sourcing should restart only after WorkinRomania or the authorised agency confirms that the Suceava occupation can be filed again.
Seasonal work on the D/AM2 route is capped at 180 days in any 12 months and applies only to listed shortage occupations, once D/AM2 filings are confirmed as resumed after suspension. Candidates with EU or Romanian citizenship, or temporary protection, fall outside that cap because they don't need a work visa.
No. Filings on the platform come from the Romanian side, never from AtoZ Serwis Plus, which is not a Romanian placement agency. The registered employer files D/AM1 cases, and an ANOFM-authorised agency or authorised employer files D/AM2 cases once those suspended filings are confirmed as resumed. AtoZ coordinates partner agencies abroad with that Romanian side under written agreements.
Check the National Trade Register Office to confirm the name, registered office, fiscal code, and main activity code. A haulier should hold a road transport activity code, and a timber business should not appear only as a trader.
WorkinRomania requires a year or more of genuine activity, no unpaid taxes, no recent penalties for undeclared work or other labour breaches, and no relevant convictions for registration. Direct D/AM2 filing also requires authorised-employer status, a guarantee per worker, and confirmation that D/AM2 filings are running.
Search the WorkinRomania registers for a current ANOFM authorisation and ask for written confirmation that the agency represents the named Suceava employer. Never pass candidate data to an agency that cannot show both.
It names the employer and the actual workplace (for example, the Ițcani logistics zone or a site near Vatra Dorne)i), the occupation and COR code, shifts, gross pay, housing, transport, deductions, and the intended visa route, with a draft bilingual contract attached.
At the Suceava County Migration Service, under the General Inspectorate for Immigration, after entering on a long-stay work visa. Ask whether the employer helps the worker prepare the file.
EU, EEA, and Swiss citizens need no work permit. After more than three months in Romania, they request a registration certificate from the county immigration service in Suceava.
The national gross minimum wage applies, set by Government decision and revised periodically. There is no county rate. Take the current figure from the Ministry of Labour or ITM Suceava, and check for any collective agreement that sets a higher floor.
With paid time off within 60 days, or, where that cannot be arranged, a premium of at least 75% on basic pay. The weekly average including overtime may not exceed 48 hours over the reference period, which matters during visitor peaks.
Only deductions the law permits, up to half of net monthly pay. Rent for employer housing is limited to a quarter of net pay, and the employer must state all housing, meal, and transport costs in writing before departure.
No. Romanian rules forbid charging foreign workers commissions, fees, taxes, guarantees or deposits, and the employer pays placement costs. A Suceava case in which a candidate paid anyone has ended and been reported.
Besides pay and working time, the contract should cover daily allowances, rest periods, time away from base, and who pays for accommodation on the road. Put these points in the draft contract for a Suceava haulier before the candidate signs.
Rooms in mountain towns can be scarce during peak visitor times, and winters are cold. Ask for the address, occupants per room, heating, kitchen and laundry access and the monthly charge, all in writing from the employer.
The urban development strategy treats Suceava and Salcea, home of the airport, as one functional urban area, and the bus operator’s plan aims to serve Salcea and communes such as Ipotești, Șcheia and Moara. Check the current route map against shift times before relying on it.
Romanian plus a language the worker understands; if the employer uses only Romanian, it risks a fine. The Suceava employer must register in REGES-ONLINE no later than the day before work starts.
A move is barred for six months from the start of activity unless the first employer seriously breaches its duties. Within two years, a D/AM2 worker in Suceava moves only through the placement agency that arranged the hire, so check how that agency handles a transfer.
A CV, contact details and evidence of the skill. Identity documents, diplomas, police certificates, and medical papers come only after the employer selects the candidate, following its or the authorised agency’s written list. GDPR binds the Romanian and EU-based parties; non-EU partners follow their own law and the agreed data terms.
Run a structured interview covering pay, hours, housing, winter, and the visa route, followed by a job-specific test such as a driving assessment, a panel saw task, or a kitchen trial. Use one scoring sheet for every candidate.
Ninety days; the residence permit application to the county immigration service in Suceava must be submitted within that period. For seasonal work, the visa covers the contract length plus 5 days, but never more than 9 days.
The passport with the long-stay visa, the signed bilingual contract, the written statement of housing and other costs, the workplace address and the name of a contact at the employer. Keep copies separately from the originals.
ITM Suceava, part of the Labour Inspection, handles pay, hours, safety,y and undeclared work and also accepts online petitions. Give workers these details before departure, in a language they understand.
Payments demanded from candidates, paid consulate appointments, orders with no employer name or address, and promises of onward work in Germany or Spain. Stop the case, keep all messages and report it.
No. Romania is a full Schengen member so that the holder may travel for short visits, but the right to work is limited to Romania. An offer that suggests otherwise is a warning sign.
Instituția Prefectului, Județul Suceava. The prefect acts for the Government in the county and checks the legality of local administrative acts, but does not issue visas, residence permits or work authorisations.
The Direcția Județeană de Statistică Suceava publishes county releases, including industrial production indices, under the National Institute of Statistics. AJOFM Suceava publishes registered unemployment. Use the latest editions, not older reports.
CNRED handles recognition of foreign diplomas for regulated occupations; nurses, doctors and other health staff also register with their professional body. Ask the employer which recognition the role requires.
Use our recruiter registration form and describe the countries you recruit in, the occupations you can test and how you verify licences. Suceava roles reach partners only when an employer or authorised agency chooses, with written terms first.
Our Romania recruiter page sets out the national framework. For binding information, rely on WorkinRomania, the Ministry of Labour, IGI and the Labour Inspection, because platform functions and the shortage list can change quickly.
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