Introduction
Romania has become an increasingly attractive destination for international workers, particularly as employers look for additional manpower in sectors such as construction, logistics, manufacturing, warehousing, transportation, hospitality and technical services.
For Romanian companies facing recruitment challenges, recruiting Pakistani workers for construction and logistics can provide access to a large pool of skilled, semi-skilled and experienced candidates.
Pakistan has workers with experience in construction trades, warehouse operations, driving, mechanical work, electrical work, welding, fabrication and other occupations. But successful international recruitment requires much more than simply finding candidates. Employers need a structured process covering job requirements, candidate sourcing, screening, interviews, trade testing, employment documentation, Romanian work authorization, visa procedures and deployment.
Romania’s General Inspectorate for Immigration (IGI) is responsible for immigration-related procedures, including employment permits for foreign workers. In the first quarter of 2026, IGI reported issuing 36,925 work permits for foreign nationals, with permanent workers representing the largest category.
This guide explains how Romanian companies can build a professional recruitment process for Pakistani workers.
Why Should Romanian Companies Recruit Workers From Pakistan?
Pakistan has a large and diverse workforce, including people with experience in both traditional trades and modern industries.
For Romanian employers, Pakistani candidates may be suitable for roles such as:
Construction
- Masons
- Carpenters
- Steel fixers
- Shuttering carpenters
- Electricians
- Plumbers
- Welders
- Fabricators
- HVAC technicians
- Tile workers
- General skilled workers
Logistics & Warehousing
- Warehouse workers
- Pickers and packers
- Loading and unloading workers
- Forklift operators
- Inventory assistants
- Logistics assistants
- Delivery-related personnel
- Warehouse supervisors
Technical Trades
- Mechanical technicians
- Electrical technicians
- Maintenance technicians
- Auto mechanics
- Machine operators
- CNC operators
- Fabricators
- HVAC technicians
The important point is to match the worker’s actual experience and skills with the employer’s job description.
Skilled, Semi-Skilled and General Workers
Romanian employers should clearly define the level of manpower required before beginning recruitment.
Skilled Workers
These candidates generally have technical training, qualifications or substantial practical experience.
Examples include:
- Electricians
- Welders
- Plumbers
- HVAC technicians
- CNC operators
- Mechanical technicians
- Heavy-equipment operators
Semi-Skilled Workers
These workers have practical experience but may require additional workplace training.
Examples include:
- Construction assistants
- Warehouse workers
- Machine assistants
- Production workers
- Maintenance helpers
- Logistics assistants
General Workers
Depending on the employer’s requirements and applicable Romanian regulations, general workers may be recruited for tasks such as:
- Packing
- Loading
- Cleaning
- Material handling
- Basic site support
The job description should clearly explain the required skills and responsibilities.
Step 1: Prepare a Detailed Manpower Requirement
Before contacting a Pakistani recruitment agency, the Romanian employer should prepare a detailed job order.
Include:
- Company information
- Job title
- Number of workers
- Required experience
- Qualifications
- Salary
- Working hours
- Overtime arrangements
- Contract duration
- Workplace location
- Accommodation arrangements
- Transportation
- Required certificates
- Expected joining period
For example:
| Position | Workers Required | Experience |
|---|---|---|
| Masons | 30 | 2+ years |
| Welders | 20 | 3+ years |
| Electricians | 15 | 3+ years |
| Warehouse Workers | 40 | 1–2 years |
| Forklift Operators | 10 | 2+ years |
| Logistics Assistants | 20 | 1+ years |
A clear manpower demand makes candidate sourcing considerably more efficient.
Step 2: Choose a Licensed Pakistani Recruitment Agency
The next step is selecting a reliable recruitment partner in Pakistan.
Romanian companies should verify that the recruitment agency is authorized to conduct overseas recruitment.
Pakistan’s Bureau of Emigration & Overseas Employment (BEOE) oversees the licensing framework for Overseas Employment Promoters (OEPs). Its official recruitment procedure explains how OEP licenses are granted and managed.
Before signing an agreement, employers should verify:
- Recruitment license
- Overseas recruitment experience
- Candidate sourcing capabilities
- Trade-testing facilities
- Documentation support
- Employer interview arrangements
- Deployment support
For example, Greenland Overseas publishes its recruitment license information and states that it operates under License No. OP & HRD/4598/KAR.
Greenland Overseas – Official Website
Step 3: Submit Your Manpower Demand
Once a recruitment agency has been selected, the Romanian company can provide its manpower demand.
The demand should clearly state:
- Job categories
- Number of vacancies
- Required qualifications
- Experience
- Salary
- Benefits
- Working hours
- Contract period
- Workplace
- Accommodation
- Transportation
- Other employment conditions
The recruitment agency can then develop a sourcing strategy based on the employer’s requirements.
Step 4: Source Pakistani Candidates
A professional recruitment agency can source candidates through:
- Existing databases
- Job advertisements
- Technical networks
- Trade communities
- Professional referrals
- Recruitment campaigns
- Industry contacts
For bulk requirements, recruitment campaigns can help build a large candidate pool quickly.
For example, a Romanian construction company requiring 100 workers may need several different trades rather than 100 general laborers. A structured recruitment campaign can separate candidates according to their specific skills.
Step 5: Screen Candidates
Candidate screening should take place before the employer conducts final interviews.
Recruiters can evaluate:
Experience
- Previous employers
- Years of experience
- Relevant projects
- Job responsibilities
Skills
- Technical knowledge
- Equipment experience
- Machinery experience
- Safety awareness
- Practical abilities
Documents
- Passport
- Experience certificates
- Educational certificates
- Technical certificates
- Other required documents
Availability
Candidates should also be informed about the job, location, employment conditions and expected recruitment process.
Step 6: Conduct Employer Interviews
After screening, shortlisted candidates can be presented to the Romanian employer.
Interviews may take place through:
- Video calls
- Online interviews
- Employer visits to Pakistan
- Recruitment selection campaigns
- Interviews at the recruitment agency’s office
The employer should remain involved in the final selection process.
For technical positions, employers can combine interviews with practical testing.
Step 7: Conduct Trade Testing
Trade testing is especially useful for construction and technical positions.
For example:
Welders
Candidates may be tested on:
- Welding technique
- Joint preparation
- Equipment handling
- Safety procedures
Electricians
Testing can include:
- Wiring
- Installation
- Troubleshooting
- Safety procedures
Plumbers
Testing may include:
- Pipe fitting
- Installation
- Leak testing
- Maintenance
Machine Operators
Testing can evaluate:
- Machine operation
- Tool handling
- Measurement
- Production procedures
Trade testing gives Romanian employers a more realistic understanding of a candidate’s practical abilities.
Step 8: Select the Final Candidates
Once interviews and trade tests are complete, the Romanian employer can finalize its selection.
The recruitment agency can then begin coordinating the required documentation.
Documents may include:
- Passport
- Photographs
- CV
- Employment contract
- Experience certificates
- Educational certificates
- Technical certificates
- Medical documentation
- Other documents required by Romanian authorities
The exact requirements depend on the occupation, candidate and current Romanian immigration rules.
Step 9: Understand Romania’s Work Authorization Process
This is one of the most important stages of recruiting non-EU workers.
Romanian employers generally need to obtain the appropriate employment authorization/work permit before a third-country national can legally work in Romania.
Romania’s General Inspectorate for Immigration publishes information concerning applications for employment permits and related immigration procedures. In 2026, IGI has also emphasized digitalization and streamlining of the employment-permit process.
Employers should check the latest requirements directly with IGI before beginning a recruitment campaign.
Romania General Inspectorate for Immigration (IGI)
Step 10: Apply for the Romanian Work Permit
The Romanian employer should coordinate the applicable work authorization procedure for the selected foreign worker.
The process can involve documentation concerning:
- Employer
- Job position
- Employment contract
- Candidate
- Qualifications
- Passport
- Proof of compliance with applicable requirements
Because Romanian immigration requirements can change, employers should verify the current process with IGI rather than relying on outdated recruitment information.
The Romanian immigration authority reported that 31,913 work permits were issued from the 2026 quota during the first quarter of 2026, including 31,682 for permanent workers.
Step 11: Complete the Romanian Visa Process
After the necessary employment authorization has been obtained, the worker may need to apply for the appropriate Romanian long-stay visa.
Romania’s Ministry of Foreign Affairs provides an official e-VIZA platform where applicants can determine visa requirements, submit applications and check application status.
For employment-related travel, employers and workers should use the appropriate long-stay employment visa route rather than treating employment travel as ordinary tourism.
Romanian Ministry of Foreign Affairs – e-VIZA
Step 12: Prepare Employment Contracts
The employment contract should clearly explain the worker’s conditions.
Important information includes:
- Job title
- Salary
- Working hours
- Overtime
- Contract duration
- Workplace
- Benefits
- Accommodation, if provided
- Other applicable conditions
Workers should understand the contract before travelling to Romania.
Clear employment terms can help prevent misunderstandings and improve the long-term relationship between the employer and employee.
Step 13: Coordinate Medical and Other Requirements
Depending on the occupation and current Romanian requirements, candidates may need to complete medical or other formal procedures.
The recruitment agency can coordinate documentation between:
- Candidate
- Employer
- Government authorities
- Visa authorities
- Other relevant parties
Employers should confirm current requirements for their specific recruitment campaign.
Step 14: Prepare Workers Before Departure
A pre-departure orientation can help Pakistani workers understand what to expect in Romania.
The briefing can cover:
- Employer details
- Job responsibilities
- Salary
- Working hours
- Accommodation
- Workplace location
- Travel arrangements
- Contract conditions
- Workplace safety
- Contact information
This is particularly useful for workers travelling to Europe for the first time.
Step 15: Deployment to Romania
Once the required work authorization, visa and documentation procedures have been completed, the recruitment agency can coordinate deployment.
The final stages can include:
- Document verification
- Travel preparation
- Flight arrangements
- Departure coordination
- Arrival communication
- Employer handover
- Workplace joining
The Romanian employer should have accommodation, transportation and onboarding arrangements ready before the workers arrive.
Recruiting Pakistani Construction Workers for Romania
Construction is one of the areas where international manpower recruitment can be particularly valuable.
Romanian construction companies may require:
- Masons
- Welders
- Electricians
- Plumbers
- Carpenters
- Steel fixers
- Shuttering carpenters
- Tile workers
- HVAC technicians
- Fabricators
- Construction helpers
A Pakistani recruitment agency can create separate candidate pools for each trade.
For example, rather than recruiting 50 general workers, an employer could request:
10 welders + 10 electricians + 10 masons + 10 carpenters + 10 steel fixers.
This produces a more specialized workforce.
Greenland Overseas provides recruitment solutions for construction manpower and describes its services as including skilled and unskilled labour sourcing.
Greenland Overseas – Construction Recruitment
Recruiting Pakistani Workers for Logistics in Romania
Logistics and warehousing companies may have different manpower requirements.
Potential positions include:
- Warehouse workers
- Pickers
- Packers
- Loading workers
- Inventory assistants
- Forklift operators
- Logistics assistants
- Warehouse supervisors
- Drivers, where legally permitted and appropriately licensed
The recruitment process should focus on the exact requirements of the logistics operation.
For example, a warehouse may require workers with experience in:
- Barcode scanning
- Inventory management
- Loading and unloading
- Order picking
- Packing
- Warehouse safety
- Forklift operation
Employers should clearly specify whether Romanian or EU-recognized qualifications or licenses are required for particular positions.
Bulk Recruitment for Romanian Companies
Large construction projects, logistics centers and manufacturing facilities may require dozens or hundreds of workers.
Bulk recruitment can be organized in stages.
1. Manpower Planning
Determine the number of workers required for each position.
2. Candidate Sourcing
Build a large candidate pool in Pakistan.
3. Screening
Filter candidates according to the employer’s requirements.
4. Trade Testing
Test technical candidates where appropriate.
5. Employer Interviews
Allow the Romanian company to select the final candidates.
6. Documentation
Prepare the required employment and immigration documentation.
7. Work Authorization
Complete the applicable Romanian employment-permit procedures.
8. Visa Processing
Workers complete the appropriate visa procedure.
9. Deployment
Coordinate travel and arrival.
Greenland Overseas offers bulk manpower recruitment for international employers and describes its recruitment model as covering sourcing, interviews, candidate selection and deployment support.
Greenland Overseas – Bulk Manpower Recruitment
Why Romanian Companies Should Work With a Pakistani Recruitment Agency
Recruiting directly from Pakistan can require considerable time and coordination.
A professional recruitment partner can help Romanian companies with:
Candidate Sourcing
Finding candidates based on the employer’s requirements.
Candidate Screening
Checking experience, skills and documentation.
Employer Interviews
Organizing interviews between the Romanian company and Pakistani candidates.
Trade Testing
Arranging practical assessments for technical workers.
Documentation
Coordinating recruitment-related paperwork.
Visa Processing Support
Helping coordinate documents required for the applicable procedures.
Deployment
Preparing selected workers for international employment.
Greenland Overseas states that its recruitment services include candidate sourcing, screening, trade testing, interviews, documentation, visa-processing support and deployment assistance.
Greenland Overseas – Recruitment Services
How to Choose the Right Pakistani Recruitment Agency
Romanian employers should carefully evaluate recruitment agencies before signing an agreement.
Ask the following questions:
Is the agency licensed?
Verify the company’s Overseas Employment Promoter status through appropriate Pakistani authorities.
Does the agency have international recruitment experience?
Experience with overseas employers can be valuable when handling large recruitment campaigns.
Can the agency source skilled workers?
Ask about the agency’s candidate pool and relevant occupations.
Does it provide trade testing?
This is especially important for construction and technical roles.
Can the employer interview candidates?
The Romanian employer should have direct involvement in candidate selection.
Can the agency manage bulk recruitment?
Large projects require structured recruitment campaigns.
Does it assist with documentation?
International recruitment involves several administrative stages.
Pakistan’s BEOE publishes the official framework and procedures governing Overseas Employment Promoters.
Greenland Overseas also publishes its recruitment license information online, stating that it holds OP & HRD/4598/KAR.
Greenland Overseas – Recruitment License
Common Mistakes Romanian Employers Should Avoid
1. Providing an Unclear Job Description
A vague job description can lead to unsuitable candidates.
2. Choosing Candidates Only From CVs
For technical jobs, practical testing can provide a better indication of ability.
3. Ignoring Romanian Immigration Requirements
Employers should understand the applicable employment authorization and visa requirements before recruitment begins.
4. Promising Workers an Exact Travel Date Too Early
Work authorization and visa processing can affect deployment schedules.
5. Using an Unverified Recruitment Agency
Always verify the recruitment company’s licensing and credentials.
6. Failing to Explain Employment Conditions
Workers should understand salary, working hours, accommodation and job responsibilities before departure.
7. Not Preparing for Arrival
Accommodation, transportation and workplace orientation should be arranged before workers arrive.
Ethical Recruitment Is Essential
International recruitment should be transparent and responsible.
A professional process should provide:
- Genuine employment opportunities
- Clear contracts
- Accurate salary information
- Transparent working conditions
- Proper documentation
- Legal work authorization
- Respect for workers
- Clear communication
- Appropriate pre-departure information
The recruitment objective should be to create a successful and sustainable relationship between the Romanian employer and Pakistani worker.
Frequently Asked Questions
Can Romanian companies recruit workers from Pakistan?
Yes. Romanian companies can employ third-country nationals subject to Romania’s applicable immigration, employment and work-authorization requirements.
Can Romanian companies hire Pakistani construction workers?
Yes, subject to the relevant Romanian employment authorization and immigration requirements. Potential occupations include welders, masons, electricians, carpenters, plumbers and other construction trades.
Can Romanian logistics companies recruit Pakistani workers?
Yes, where the position and worker meet applicable Romanian requirements. Potential roles can include warehouse workers, pickers, packers, logistics assistants and other eligible positions.
Do Pakistani workers need authorization to work in Romania?
Third-country nationals generally need the appropriate authorization to work legally in Romania. Employers should verify the current requirements with Romania’s General Inspectorate for Immigration.
What is the Romanian work permit process?
The employer normally needs to complete the applicable employment authorization process before the worker can proceed with the relevant visa and entry procedures. Current requirements should be confirmed directly with IGI.
How can a Romanian company recruit workers from Pakistan?
The employer can prepare a manpower demand, select a licensed Pakistani recruitment agency, shortlist candidates, conduct interviews and trade tests, finalize employment documentation and complete the required Romanian work authorization and visa procedures.
Can Romanian companies recruit workers in bulk?
Yes. Bulk recruitment can be organized through a structured campaign involving manpower planning, candidate sourcing, screening, interviews, trade testing, documentation and deployment.
How long does the recruitment process take?
There is no single timeline for every recruitment campaign. The duration depends on the number of workers, occupation, candidate availability, documentation, employment authorization, visa procedures and other government requirements.
Final Thoughts
For Romanian companies dealing with workforce shortages, recruiting Pakistani workers for construction and logistics can provide access to a diverse international talent pool.
The key is to approach recruitment as a complete process rather than simply searching for workers.
A successful recruitment campaign generally follows this structure:
Manpower Planning → Candidate Sourcing → Screening → Interviews → Trade Testing → Selection → Documentation → Work Authorization → Visa → Deployment
Choosing an experienced Pakistani recruitment partner can make the process more organized by helping Romanian employers source suitable candidates, conduct initial screening, coordinate interviews and manage recruitment documentation.
Greenland Overseas provides international manpower recruitment services from Pakistan and states that it works with employers across multiple industries, including construction, logistics, engineering, manufacturing, healthcare, hospitality and other sectors.
For Employer Enquiries:
WhatsApp: +92 300 111 4598
Email: employer@greenlandoep.com
Website: greenlandoep.com