Share your licence, sourcing countries and occupations, and we will reply with the points that apply to Timiș employers.
Timiș County, with Timișoara as its seat, has a labour market that differs sharply from the national picture. Monthly press releases from AJOFM Timiș, the county employment agency, show registered unemployment at a small fraction of the national rate published by ANOFM. Meanwhile, county employers continue to post thousands of vacancies each month. The agency’s director has said other expanding firms quickly pick up laid-off workers. For a recruiter partner abroad, the implication is that employers here may look beyond the county because the people they need are already in work.
That does not make every order genuine or every role suitable for a foreign candidate. A low unemployment rate also hides a mismatch. AJOFM Timiș reports that older jobseekers and people with basic or vocational schooling make up much of its register. At the same time, demand covers engineers, technicians and machine operators as well as manual work. Sourcing works when it fills that gap honestly, with candidates who have the skills the order names.
Two further patterns from AJOFM Timiș are worth knowing. First, the county agency has ranked among the busiest in Romania for job placements, so ask an employer what it has already tried through AJOFM before it turns abroad. Second, the agency also receives notifications of collective dismissals from some employers in the same months as other firms report vacancies. An employer may be cutting one line while hiring for another, and a partner should ask how a foreign hire fits a site where local redundancies have just been announced.
Jobseekers are not spread evenly either. AJOFM Timiș breakdowns by local office have shown a sizeable share of registered unemployed outside the city, in Sânnicolau Mare, Lugoj, Jimbolia and Buziaș. Employers in those towns may draw on local people first, while city sites face the tightest competition for staff.
The audience for this page is recruitment agencies abroad, workforce suppliers and recruitment partners considering cooperation with AtoZ Serwis Plus on orders from Banat County: which occupations the official data supports, how the work is divided, how to test an employer, the visa routes, and what candidates should know about pay, housing and the journey. AtoZ Serwis Plus does not run an office in the county, and nothing in these sections advertises a vacancy or stands for a job order. Sectors appear because public bodies record them.
The occupations named in AJOFM Timiș press releases as most sought by employers change from month to month, but the same families recur. Read them as a map of where demand sits, then confirm each order with the employer.
The agency's lists include electronics assembly technicians, semi-automatic machine operators, and industrial robot operators alongside mechanical engineers. These roles need candidates who can read work instructions, handle electrostatic-sensitive parts, respond to machine alarms, and maintain quality checks throughout a full shift. Ask candidates to describe a machine they ran, its output and the faults they cleared. For engineers, check the diploma, the specialism and whether the role needs Romanian or English at work.
Garment makers, including leather trim confection workers, feature in the agency’s lists. Screen with a sewing test on the employer's machine type, check piece-rate expectations, and ask about experience with leather or technical fabrics. Piece-rate pay needs special care in the job order, covered under pay below.
Unskilled agricultural workers recur in the lists. Much of the county is farmland, and field work is seasonal and weather-dependent. Candidates who need a work visa face the D/AM2 seasonal limits explained later, so check the route before building a seasonal plan.
Construction and demolition labourers, goods handlers, lorry drivers, retail staff and kitchen assistants complete the picture. Screen labourers for safety awareness and proven trade skills, handlers for fitness and scanner use, and kitchen staff for food-hygiene knowledge. Drivers must prove competence with a Code 95 licence or a driver qualification card under Romanian Road Authority rules, and a Romanian haulier using a non-EU driver on international journeys needs an ARR driver attestation.
A tight labour market is not a job order. Before sourcing, ask the employer for the occupation code, the number of posts, and why the role cannot be filled locally.
A cooperation here involves three parties besides the worker. Their duties should be clear before you approach the first candidate.
Filing belongs to that Romanian side alone, because AtoZ Serwis Plus is not a Romanian placement agency. The employer or the authorised agency decides which positions are released for sourcing and to which partners. The parties' business fees, liability, and data-sharing terms are commercial arrangements to be set out in a written agreement. None of them may be passed to the worker: Romanian rules prohibit charging foreign workers any commission, fee, tax, guarantee or deposit for placement.
Cooperation is arranged so that four checks are completed on each order before candidates are approached:
On top of that, a D/AM2 case needs a vacancy declaration to the county agency and an occupation on the shortage list in force, and it waits until D/AM2 filings are confirmed as resumed. AJOFM Timiș, at Bulevardul Republicii nr. 21 in Timișoara, applies the WorkinRomania procedures for employers based in the county, working with the immigration service and the Labour Inspection. If an employer resists any of these checks, treat the order as unverified.
The county borders Hungary and Serbia, according to the County Council’s county presentation. The Hungarian frontier touches only its north-western tip, near Beba Veche, while Serbia lies along the rest of the western side, and that geography shapes the candidate mix.
Sorting candidates into these groups at the start avoids weeks of work on a route that was never available to them.
A Government Emergency Ordinance onforeigners’' access to the Romanian labour market ended the old work authorisation system. Under the current rules,ea ch case runs through WorkinRomania, the platform developed by the Ministry of Internal Affairs and used by ANOF, its county agencies, IG, I, and the Labour Inspection, with a single application per worker.
D/AM1 serves highly qualified workers and specific categories: specialists, professional athletes, workers on specified infrastructure projects, and Moldovan, Ukrainian, and Serbian citizens hired full-time. It sits outside the shortage list, and the registered employer lodges the case.
D/AM2 is for permanent, seasonal and cross-border workers. The occupation must appear on the list of shortage occupations approved by the Minister of Labour, the yearly quota set by Government decision applies, and filing goes through an ANOFM-authorised placement agency unless the employer holds authorised-employer status. Few employers qualify for that status, which requires years of unbroken activity, an average workforce of 50 or more, no compliance blemishes, and a financial guarantee lodged per worker.
Because D/AM2 rests on the shortage list, it faces legal challenge. A court suspended the order approving the list; as a result, the D/AM2 filings and employer registration functions on WorkinRomania were deactivated, and the Ministry of Labour said it would appeal, so check the outcome. Before sourcing any Timiș D/AM2 occupation, confirm on WorkinRomania, with the Ministry of Labour, and with the authorised agency that filings have resumed and the occupation is on the list in force.
With an approved application, the worker applies for the long-stay visa at a Romanian mission, starting on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). That visa is valid for 90 days, and you must apply for a residence permit for work at IGI Timiș within that period; a seasonal visa instead matches the contract length plus 5 days, but never more than 90. The permit authorises work only in Romania, not in Hungary or elsewhere in the Schengen area.
The floor for any contract is the national gross minimum wage. The government changes it from time to time, so use the current amount from the Ministry of Labour or the county labour inspectorate rather than the offer. Equal treatment applies, so a foreign machine operator should earn the same as a Romanian colleague in the same post.
Working time follows the Labour Code: 8 hours a day and 40 a week as the norm, with a ceiling of 48 hours a week including overtime, averaged over the reference period. Overtime is compensated first with paid time off within 60 days and, otherwise, with a supplement of at least 75% of basic pay. In garment work paid by the piece, ask how the employer ensures the minimum is reached in a slow month and how the piece rate is recorded.
Deductions from pay are allowed only in the cases the law sets out, and their total cannot exceed half of the net monthly salary. A worker can be charged for a room, meals, or bus only if those sums were put in writing before departure. Ask the employer for a model payslip: gross pay, social contributions, income tax, each deduction and the resulting net figure. Translate it for the candidate so the net figure holds no surprise.
Where the housing sits relative to the plant matters as much as the rent. A room in the city can suit a site on a public transport line, while a plant in a commune near Timișoara may be easier to reach from nearby housing or via employer transport. STPT, the municipal transport company, runs trams, trolleybuses and buses in the city, metropolitan M lines, school lines and a water bus on the Bega canal, with fares valid across the metropolitan area administered by the ADI SMTT association. Beyond that area, the County Council publishes the programme of regular county bus routes.
Workplaces in towns such as Lugoj, Sânnicolau Mare, Jimbolia, Deta, Buziaș or Făget, each with an AJOFM Timiș local office, form separate commuting areas. A worker housed in Timișoara and placed in Lugoj faces a long daily trip unless the employer arranges transport.
Ask every employer:
Tell candidates plainly that housing costs money unless the employer has confirmed in writing that it does not. The housing address must also be lawful for the residence permit application at IGI Timiș.
Proportionate collection protects candidates and keeps files manageable. In Romania, and at any EU-based party, candidate data falls under the GDPR, enforced by ANSPDCP; an agency outside the Union handles it under its home law and the data clauses it signed for cooperation.
Collect in stages. At first screening, ask only for a CV and evidence of the core skill; identity papers are not needed yet. Collect identity documents, qualifications, and references at selection, and only those on the written list the employer or authorised agency supplies. For the WorkinRomania filing and the visa, collect only what the employer, the authorised agency, or the consulate lists, such as criminal record or medical certificates. Engineers’ diplomas may require recognition steps, so ask the employer early whether the post requires recognition.
Never retain original passports, ask for bank details before a contract exists, or keep files after a candidate withdraws. Agree a deletion period with the Romanian side. When an employer asks for extra documents late in the process, ask which filing step needs them and whether a copy the authorised agency already holds would suffice, so the candidate doesn't have to send the same passport scan three times.
The employer sets the interview format. Technical posts may justify two rounds: one on motivation and language, then one with a supervisor or engineer on technical knowledge. When the parties agree, AtoZ Serwis Plus coordinates the rounds and sends the results back in writing.
Tests should match the work the employer described. For electronics assembly, a fine soldering or component placement task on video. For machine operators, a structured interview on set-up, quality checks and fault response. For sewing, a timed seam on the stated machine type. For drivers, documentation checks plus a practical drive at an approved centre. For kitchen roles, a food hygiene discussion.
Candidates must never pay for a test, its venue or the travel to it. If the employer wants an in-person trial in Timișoara, it must be arranged lawfully and at the employer’s cost, and nobody should start working on a visitor’s entry.
Before travel, give each worker a pack with the signed bilingual contract or final draft, the visa, the written statement of charges, the workplace and housing addresses, the name of the employer’s contact person, and the welfare contacts on our side and yours. Explain how to get from the point of arrival to the housing, and who pays for that journey.
The employer’s entry in REGES-ONLINE, the Labour Inspection’s register of employees, has to exist by the day before work starts at the latest. The worker books an appointment with IGI Timiș at str. Andrei Mocioninr. .8-00 inTimișoara, to apply for a work residence permit before the visa expires. IGI Timiș handles most services by online appointment, so the employer should help book early.
Plan retention from the first day. In a tight market, employers compete for staff, and a rival offer may tempt a worker who struggles in the first weeks. Until six months have passed, switching employers is generally off the table unless the employer commits a serious breach, and a D/AM2 worker in the first two years switches only through the placement agency. Explain that rule clearly, and check in after the first week and the first month.
A worker with a problem over pay, hours, safety or the contract can complain to the Territorial Labour Inspectorate for Timiș or through the Labour Inspection’s online petition form. Give those contacts before departure. The welfare contact agreed with AtoZ Serwis Plus adds to that right and never replaces it.
Stop any case that shows these signs:
Report any signs of trafficking or forged documents to the Romanian police and IGI. A case where a Timiș worker has paid money or been lied to closes the cooperation concerned.
These are the authorities’ own sites. Some limit automated access, but you can open all of them in a browser.
If your agency can source electronics or machine operators, garment workers, construction trades, drivers, or kitchen staff for Timiș, register as a recruiter with the platform. Include your licence, the countries you cover, the occupations you source and whether your candidates are EU citizens, D/AM1 nationals or third-country workers who would need D/AM2.
We will come back with questions on route, employer checks and housing. For the national picture, see our Romania recruiter page.
Tell us which occupations and countries you cover, and we will explain what cooperation on Timiș recruitment would involve.
AJOFM Timiș press releases show registered unemployment far below the national rate, while employers keep posting vacancies, and the agency says expanding firms quickly hire laid-off workers. Some skills are hard to find locally, though every order still needs checking.
No. The company has no premises anywhere in the county; this page advertises no vacancies, and no job order should be read into it. Positions come only from an employer or an authorised Romanian agency, and the parties agree to check each one before sourcing.
Its press releases name electronics assembly technicians, semi-automatic machine and industrial robot operators, mechanical engineers, garment and leather trim workers, unskilled agricultural workers, construction labourers, goods handlers, lorry drivers, retail staff and kitchen assistants. The lists change monthly, so confirm each order with the employer.
At Bulevardul Republicii nr. 21 in Timișoara, with local offices in Lugoj, Sânnicolau Mare, Făget, Buziaș, Deta and Jimbolia. Employers based in the county go to AJOFM Timiș to declare vacancies and follow platform procedures.
ANOFM runs the platform nationally, and the county agency applies its procedures for local employers, working with the immigration service and the Labour Inspection. The employer or authorised agency files, while the county agency handles the local side.
No. AJOFM Timiș reports that many registered jobseekers are older or have basic schooling, while demand includes skilled technical posts. Employers want candidates who match the order, and a strong local market promises nothing to any individual.
Hungary and Serbia, according to the County Council. Within Romania, the county neighbours Arad, Hunedoara and Caraș-Severin. Serbian citizens hired on a full-time contract can use D/AM1, which makes the long Serbian frontier relevant for sourcing.
Yes, on a full-time contract. Serbian citizens are a D/AM1 special category, so the registered employer files directly and the shortage list plays no role. The employer confirms eligibility, and an approved application is still needed before the visa.
Yes, if they also hold Romanian citizenship, as many Moldovan candidates do; they are then hired as EU citizens. Without Romanian nationality, the D/AM1 route is available to them only on full-time terms. Check identity documents carefully at screening.
Some can use D/AM1 on a full-time contract, and others hold EU temporary protection, which opens the labour market without a work visa. Read IGI’s current temporary protection conditions before planning a long placement.
They need no work authorisation, but a stay beyond three months requires a registration certificate from IGI Timiș. The employer still enters their contract into REGES-ONLINE by the day before work starts at the latest.
For permanent, seasonal or cross-border workers who do not fit D/AM1. The occupation must be on the shortage list in force, the quota must apply, the job must be declared vacant to AJOFM Timiș, and an ANOFM-authorised agency normally files, provided D/AM2 filings have resumed after the court suspension.
No, check first. A court suspended the shortage list, and the D/AM2 functions on WorkinRomania were deactivated; the Ministry of Labour said it would appeal, so check the outcome. Confirm with the platform and the authorised agency that filings for the occupation have resumed.
Only as an authorised employer, which requires a long, uninterrupted activity record, an average workforce of at least 50, a clean compliance record, and a guarantee per worker. Even then, confirm that D/AM2 filings have resumed. Other employers work through an ANOFM-authorised placement agency.
No. It holds no Romanian placement authorisation and files nothing on WorkinRomania. Its role is to coordinate cooperation between partner agencies abroad and the employer or ANOFM-authorised agency that files a Timiș order.
The employer or the authorised Romanian agency decides which positions are released and to whom. AtoZ Serwis Plus relays only what that side has approved, with the details needed for screening.
Look up the company at ONRC for its legal name, registered office, activity, and status. Then confirm its WorkinRomania registration, obtain a written order, and request the bilingual contract draft. If anything is missing, the order stays on hold.
A named employer, the COR code, number of posts, the exact workplace address, shift pattern, gross pay, contract length and every charge for housing, meals or transport, signed on company letterhead. A reason why the post cannot be filled locally also helps.
IGI Timiș, at str. Andrei Mocioni nr. 8 to 10 in Timișoara. You must apply before the 90-day long-stay visa expires, and most services are by appointment, so the employer should help the worker book one after arrival.
No. A Romanian residence permit for work authorises work only in Romania. Romania is a full Schengen member, so short visits are possible, but working in Hungary or Serbia requires permission from those countries.
Romanian and a language the worker understands. The employer can be fined for a Romanian-only contract, so send the bilingual draft to the candidate well before signing.
The employer must enter the employee no later than the day before work starts in the LabourInspection’ss electronic register, and the partner can ask a Timiș employer to confirm once it is done.
Forty hours as normal, eight a day. With overtime, the ceiling is 48 hours a week, averaged over the reference period. Ask the employer how shift rotations and weekend work in its plant fit that limit.
Paid time off within 60 days comes first. Where that is impossible, the employer pays a supplement of at least 75% of basic pay for each overtime hour. The job order and contract should say which applies.
Piece rates are allowed, but monthly pay must not fall below the national gross minimum wage. Ask the employer how it tops up pay in a slow month and how output is recorded, and put the answer in the job order.
Deductions are allowed only where the law permits, and together they cannot exceed half the net monthly salary. Any charge for a room, meal, or bus must be given to the worker in writing before departure.
The Government fixes the national gross minimum wage by decision and revises it periodically. Ask the Ministry of Labour or the county labour inspectorate for the current figure, then compare it with the gross pay in the offer.
Ask for the address, how many share a room, the monthly cost and how it is paid, and which line or company bus reaches the site at shift times. A room in the city suits some sites, while a plant in a commune may be easier from nearby housing.
STPT, the municipal company, runs trams, trolleybuses, buses, metropolitan M lines, school lines and a water bus on the Bega. Its fares apply across the metropolitan area administered by ADI SMTT. Check the line that serves the site.
It is possible but tiring without employer transport, because Lugoj forms a separate commuting area with its own AJOFM local office. Ask whether the employer runs a bus or offers housing nearer the site.
Both towns have AJOFM Timiș local offices and their own employers, but you must confirm whether any need foreign staff on a case-by-case basis. Check the workplace address and the transport arrangements before sourcing.
Yes. The County Council publishes the programme of regular county passenger routes and the list of routes operated. Compare timetables with shift times, because early and night shifts may fall outside them.
No. City Hall, at Bulevardul C.D. Loga nr. 1, is the municipal authority for city services, and STPT, the municipal company, runs public transport in the metropolitan area. Recruitment filings go through WorkinRomania and the county agencies instead.
Only the CV and proof of the trade, for example, a certificate or a short video of the candidate at work. Passports and other certificates wait until the employer, the authorised agency or the consulate issues its written list.
Sometimes, depending on the post and the profession. Ask the employer whether recognition is required before the candidate starts and which body handles it, and build that step into the timeline.
It covers processing by the Romanian side and by parties established in the EU, underANSPDCP’ss supervision. A partner based elsewhere follows its own law plus the data-sharing terms signed for the cooperation, and each stage collects only what it needs.
The employer decides. Technical posts may justify two rounds: one on motivation and language, and a second with a supervisor or engineer, while manual roles may need only one. Where the parties agree, AtoZ Serwis Plus schedules the rounds and records the results.
A soldering or component placement task filmed on video, a check of work-instruction reading and an interview on quality procedures. The employer should define the pass standard before testing starts.
No work may be done on a short-stay entry. Arrange any in-person assessment lawfully, at the employer’s cost, and without productive work; a video test or a centre in the sourcing country avoids the issue.
Competence shown by Code 95 on the licence or by a driver qualification card, as Romanian Road Authority rules require; a tachograph card is not that proof. Haulage firms in Romania employing non-EU drivers on international journeys must also obtain an ARR driver attestation for each of them.
Only at its north-western tip, near Beba Veche, where the Romanian, Hungarian and Serbian borders meet. The rest of the county’s western frontier is with Serbia, which matters because Serbian citizens on a full-time contract can use D/AM1.
The visa, the bilingual contract or final draft, the written statement of charges, workplace and housing addresses, the employer contact, and welfare contacts for both agencies. Directions from the arrival point to the housing help too.
Not as a rule in the first six months of activity, unless the employer seriously breaches its obligations. D/AM2 workers in their first two years move only through the placement agency, so before departure, check that the worker knows which agency that is.
Call workers after the first week and the first month, settle housing and pay questions quickly and check that the payslip matches the offer. In a tight local labour market, a worker with an unresolved problem may look elsewhere.
The Territorial Labour Inspectorate for Timiș, which also takes complaints through the Labour Inspection’s online petition form. Give both routes before departure; the welfare contact agreed with AtoZ Serwis Plus adds to that right and never replaces it.
Requests for money; an offer naming only “Timișoara” with no workplace address; an agency missing from the WorkinRomania registers; advice to enter on a short-stay visa; or claims that the permit allows work in other EU states.
No. Each Romanian mission sets its own appointments, and the process begins on the Ministry of Foreign Affairs e-Visa portal (evisa.mae.ro). An offer to sell or promise a slot is a reason to stop the case.
A visa-dependent farm worker outside D/AM1 would need D/AM2, limited to listed occupations and 180 days in any 12 months, and only once filings have resumed after the court suspension. EU citizens, dual nationals, and protection holders are exempt from that limit. Confirm the route with the grower.
No. Romanian rules forbid it, and AtoZ Serwis Plus will not continue any cooperation that asks a candidate to pay. That includes tests and placement costs, which fall on the employer; fees between businesses stay between businesses.
No. Each neighbouring county has its own page, AJOFM and immigration service. An employer with sites in two counties deals with the authorities in each county where the workplace is located.
Use the recruiter partner registration form and provide your licence, sourcing countries, and occupations. We will reply with questions on routes, employer checks and housing for the county.
Your licence details, the countries and occupations you cover, typical candidate languages, which candidates are EU or D/AM1 nationals, and any experience with Romanian employers.
AJOFM Timiș publishes monthly unemployment press releases and activity reports on its section of anofm.r o. Use the current release rather than an older figure when preparing a business case.
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