The Power of Partnership: ELEC Success Stories to Guide Your Agency

Engaging introduction

If you run a recruitment or staffing agency in Europe or the Middle East, you already know the market is moving faster than ever. Clients want niche skills yesterday, candidates demand a smooth and transparent experience, and margins shrink when you try to do everything alone. That is exactly where partnership changes the game. At ELEC, we have built a cross-border network that helps agencies win bigger mandates, deliver faster, and scale profitably without compromising quality or compliance.

This article lifts the curtain on real ELEC partner journeys. You will see how boutique firms leveraged the ELEC network to grow revenue, open new sectors, and expand internationally. You will also get the playbooks, checklists, and pricing templates those partners used - so you can replicate the wins. We include concrete examples from Romania, covering Bucharest, Cluj-Napoca, Timisoara, and Iasi, alongside salary bands in EUR and RON and insights on typical employers across IT, SSC/BPO, healthcare, construction, manufacturing, logistics, hospitality, and renewable energy.

Whether you are a 5-person boutique or a multi-location agency, you will leave with actionable steps to sharpen your operations, reduce time-to-fill, and improve client retention through a proven partnership model.

What makes the ELEC partnership model work

Before we get into case studies, here is a quick overview of how ELEC partnerships deliver outsized results.

• Cross-border demand: We aggregate high-quality requisitions from Europe and the Middle East across sectors like technology, healthcare, construction, energy, and hospitality. Partners plug into this demand without new business development overhead.
• Distributed talent supply: We maintain on-the-ground candidate pools and marketing reach in multiple talent hubs, including Central and Eastern Europe. Partners can source jointly or specialize on either demand or supply.
• Shared infrastructure: ELEC provides recruitment tech integrations, standardized compliance packs, and vetted onboarding workflows that reduce cycle time and risk.
• Revenue alignment: Clear commission splits, milestone-based payments, and transparent dashboards align incentives and keep delivery predictable.
• Local compliance: We support labor law, visas, payroll options, and credential verification to protect your brand and ensure candidate safety.

Result: Partners focus on what they do best - sourcing, screening, or client management - while ELEC covers the rest. The outcomes you will see below are not one-offs; they are repeatable when you follow the framework.

Case study 1: A Romanian tech boutique scales DACH and Benelux placements in 120 days

Background

• Partner type: 12-person tech recruitment boutique based in Cluj-Napoca with a satellite team in Timisoara
• Starting point: Strong sourcing in Java, .NET, QA, and DevOps locally; limited international client access; average monthly placements: 3-4
• Challenge: Win higher-fee work in Germany and the Netherlands without opening offices or adding business development headcount

ELEC engagement plan

• Client access: ELEC introduced 4 enterprise accounts in Germany and 2 mid-market SaaS companies in the Netherlands seeking nearshore and relocation options.
• Role portfolio: Senior Java Developers, SRE/DevOps, QA Automation, and Data Engineers; mix of remote within EU and relocation to Munich, Hamburg, and Amsterdam.
• Process: The boutique focused on sourcing and technical screening; ELEC handled client briefings, contracts, GDPR, relocation guidance, and language screening.

Results after 4 months

• Time-to-shortlist: 9 business days on average
• Submit-to-interview ratio: 2.8:1 (improved by standardized intake and a shared technical challenge library)
• Offers accepted: 14
• Average fee: 18,500 EUR per placement
• Total net new revenue to partner: 259,000 EUR over 4 months
• Average time-to-fill: 27 days (down from 42 days locally)
• Candidate retention 6-month: 93%

Why it worked

• Calibrated intake: ELEC hosted job intake calls with hiring managers in German and English, converting vague wishlists into competency-based scorecards.
• Salary clarity: Early alignment on salary bands prevented late-stage churn. For Romania-based remote roles, the bands were clearly communicated:
  • Mid-level Software Developer in Cluj-Napoca: 2,500-4,000 EUR gross per month (approximately 12,500-20,000 RON)
  • Senior DevOps Engineer in Bucharest: 4,500-6,500 EUR gross (22,500-32,500 RON)
  • QA Automation Engineer in Timisoara: 2,200-3,500 EUR gross (11,000-17,500 RON)
• Relocation playbook: ELEC coordinated German Blue Card eligibility checks, language prerequisites, and family visa options, shortening decision cycles.

Action steps you can replicate

1. Segment demand: Bundle similar tech roles across clients to standardize assessments and improve speed.
2. Use a joint scorecard: Base your screening on a 10-point skills matrix with 3 must-have competencies and evidence notes.
3. Publish salary bands early: Include EUR and RON ranges in the job ad and the first candidate email.
4. Weekly triage: Host a 30-minute triage with ELEC and the client to remove blockers and reprioritize roles.

Case study 2: Healthcare pipeline from Iasi to the Gulf triples fill rate and boosts compliance

Background

• Partner type: Regional healthcare recruiter in Iasi placing nurses, radiographers, and allied health professionals
• Starting point: Strong domestic relationships with private clinics in Iasi and Bucharest; limited international placements
• Challenge: Access larger, more stable demand and professionalize compliance for Middle East opportunities

ELEC engagement plan

• Demand: ELEC brought requisitions from hospitals and clinics in UAE and Saudi Arabia, with a consistent monthly intake of 40-60 vacancies.
• Compliance backbone: Standardized credential verification for nurses (degree validation, license verification, Good Standing certificates), IELTS/OET guidance, and primary source verification sequencing.
• Candidate experience: A single pre-departure program covering contract terms, accommodation, onboarding, and cultural orientation.

Results after 6 months

• Monthly offers: From 6 to 18 on average
• Decline-to-offer ratio: Improved from 1:3 to 1:6 due to better expectation setting
• Compliance clearance time: Reduced by 25% through a shared document tracker and milestone reminders
• Retention 12-month: 91%

Salary transparency and motivations

• Romania-based options for nurses:
  • Registered Nurse in Bucharest private hospital: 1,400-2,000 EUR gross per month (7,000-10,000 RON), often with shift allowances
  • Registered Nurse in Iasi private clinic: 1,200-1,700 EUR gross (6,000-8,500 RON)
• UAE/KSA offers typically included:
  • Base equivalent: 2,500-3,800 EUR per month tax-free (approximate)
  • Housing or allowance, transport, medical insurance, and annual flights

Candidates weighed family proximity, tax impact, and professional growth. ELEC coached both candidates and families with clear comparisons of net income, benefits, and progression over 24 months.

Why it worked

• Sequence matters: Getting Good Standing certificates early avoided last-mile delays.
• Batch processing: ELEC scheduled medicals, dataflow submissions, and exam bookings in cohorts, reducing unit cost by up to 18%.
• Employer branding: We created Romania-specific landing pages with testimonials from Iasi nurses already in Abu Dhabi and Riyadh.

Action steps you can replicate

1. Build a compliance calendar: Map every credential, source of truth, and average turnaround time; share it with candidates on day 1.
2. Use cohorts: Group 10-15 candidates through each compliance milestone to improve negotiating power with verification providers.
3. Set expectations with families: Provide a one-page summary of salary, savings potential, and living conditions to reduce reneges.

Case study 3: Construction and engineering delivery from Bucharest and Timisoara to KSA megaprojects

Background

• Partner type: Blue-collar and technical staffing vendor with branches in Bucharest and Timisoara
• Starting point: Strong domestic construction and MEP placements for commercial projects; no experience on visa-heavy, cross-border deployments
• Challenge: Win large, time-critical packages for a KSA megaproject and deliver safely and compliantly at scale

ELEC engagement plan

• Demand: ELEC secured a framework with prime contractors for civil engineers, MEP supervisors, electricians, welders, scaffolders, and HSE officers.
• Mobilization pack: Travel, visas, medicals, vaccinations, safety training, and accommodation coordination.
• Workforce structure: 70 percent direct deployment, 30 percent payroll and management on client site.

Results over 9 months

• Workers mobilized: 310 across 4 waves
• Average mobilization lead time: 32 days from offer to site arrival
• Incident rate: 0 lost-time injuries (LTI) due to pre-departure safety orientation and verified PPE distribution
• Margin: 14-18 percent on average, optimized via volume-based travel and housing agreements

Typical wages and Romanian benchmarks

• Romania domestic reference points:
  • Electrician in Bucharest: 1,000-1,600 EUR gross per month (5,000-8,000 RON)
  • Welder in Timisoara: 1,200-1,800 EUR gross (6,000-9,000 RON)
  • HSE Officer in Bucharest: 1,800-2,800 EUR gross (9,000-14,000 RON)
• Overseas day rates varied by role and package, often including accommodation, transport, and allowances. Net savings potential was a key driver for candidate uptake.

Why it worked

• Clear scopes of work: ELEC translated client scopes into task-level checklists to match candidates by equipment familiarity and standard codes.
• Deployment logistics: Centralized travel and flexible wave planning avoided bottlenecks when site readiness shifted.
• Incident prevention: Proactive safety onboarding and tool-box talks reduced risk and boosted contractor satisfaction.

Action steps you can replicate

1. Build a mobilization Gantt: Lock dates for visas, medicals, tickets, and site induction; share it with the client weekly.
2. Candidate wallet: Offer small, scheduled advances for pre-departure costs, then deduct transparently post-arrival.
3. Safety first: Issue PPE checklists and confirm replacements on a fixed interval to maintain compliance.

Case study 4: SSC/BPO multilingual hiring surge in Bucharest, Cluj-Napoca, and Iasi

Background

• Partner type: Mid-sized agency with an administrative and customer support focus
• Starting point: Sporadic wins with global BPOs; unpredictable forecast; long ramp-up to find German, French, and Italian speakers
• Challenge: Stabilize demand, reduce cost-per-hire, and improve offer acceptance across Bucharest, Cluj-Napoca, and Iasi

ELEC engagement plan

• Demand pooling: ELEC aligned multiple SSC/BPO clients with similar profiles to standardize ads, assessments, and salaries.
• Candidate marketing: Always-on sourcing across Romanian university groups, alumni communities, diaspora channels, and referral programs.
• Assessment suite: Unified language tests and scenario-based role-plays to replace guesswork.

Results in 5 months

• Time-to-fill: Reduced from 35 to 18 days
• Offer acceptance: Improved from 61 percent to 83 percent by fixing expectation gaps on shifts and hybrid rules
• Cost-per-hire: Down 22 percent via pooled media buying and referrals
• Volume: 126 hires across Customer Support, Order Management, and AR/AP roles

Salary signals that helped close candidates

• Bucharest multilingual roles:
  • Customer Support Associate (German): 1,400-2,200 EUR gross per month (7,000-11,000 RON)
  • Order Management Specialist (French): 1,300-1,900 EUR gross (6,500-9,500 RON)
• Cluj-Napoca and Iasi typically 5-10 percent lower bands depending on employer benefits and hybrid policies.

Why it worked

• Transparent job ads: Every posting showed shift details, hybrid policy, and overtime rules. Fewer surprises, higher conversion.
• Single candidate journey: One application fed multiple SSC clients, maximizing placement chances without duplicate effort.
• Localized messaging: Ads referenced city-specific perks like Bucharest metro access, Cluj-Napoca tech scene, and Iasi cost-of-living advantages.

Action steps you can replicate

1. Unify assessments: Standardize language and scenario tests across clients.
2. Run perpetual pipelines: Never pause ads for evergreen languages like German and French.
3. Reward referrals: Pay bonuses in two tranches - after 1 month and after 6 months - to encourage retention.

Case study 5: Hospitality placements from Timisoara and Iasi to Dubai and Abu Dhabi

Background

• Partner type: Hospitality-specialist boutique focusing on F&B and front-office roles
• Starting point: Seasonal swings made revenue unpredictable; candidates often dropped at offer due to relocation concerns
• Challenge: Stabilize deal flow and reduce dropouts with a more supportive relocation experience

ELEC engagement plan

• Client access: Consistent requisitions for front desk, F&B service, bartenders, commis chefs, and housekeeping supervisors from UAE 4-star and 5-star properties.
• Pre-departure bootcamp: 10-hour virtual module on service standards, upselling, and guest recovery; included a cultural primer.
• Offer support: Video walkthrough of accommodation and transport, plus Q&A with on-site Romanians in similar roles.

Results in 4 months

• Join rate: From 68 percent to 90 percent
• Average offer-to-start: 21 days
• Candidate NPS: 62 after 30 days on site

Salary and expectations

• Romania-based hospitality benchmarks:
  • Waiter/Waitress in Timisoara: 700-1,100 EUR gross per month (3,500-5,500 RON), tips variable
  • Front Desk Agent in Iasi: 800-1,200 EUR gross (4,000-6,000 RON)
• UAE offers often included 1,200-1,800 EUR equivalent per month, accommodation, meals, transport, medical insurance, and service charge participation for eligible roles.

Why it worked

• Early clarity: Candidates saw real accommodation videos and commute routes, reducing anxiety.
• Skills uplift: Bootcamps boosted confidence and increased employer trust in Romanian candidate readiness.
• Community ties: Existing Romanian staff provided mentorship, aiding retention.

Action steps you can replicate

1. Show, do not tell: Share unfiltered videos of staff housing, cafeteria, and nearby amenities.
2. Skills module: Offer a short service excellence course and certificate that candidates can add to their CVs.
3. Create buddy systems: Pair new arrivals with on-site buddies for the first 8 weeks.

City snapshots and salary bands in Romania

To help you calibrate client expectations and candidate conversations, here are reference points for four key Romanian cities. Note: Ranges are indicative and vary by employer size, benefits, and sector. Figures are gross monthly salaries.

Bucharest

• Technology
  • Mid-level Software Developer: 3,000-4,500 EUR (15,000-22,500 RON)
  • Senior DevOps Engineer: 4,500-6,500 EUR (22,500-32,500 RON)
• SSC/BPO
  • Customer Support - German: 1,400-2,200 EUR (7,000-11,000 RON)
  • AR/AP Analyst - English: 1,100-1,600 EUR (5,500-8,000 RON)
• Construction/Engineering
  • HSE Officer: 1,800-2,800 EUR (9,000-14,000 RON)
  • Civil Engineer: 1,600-2,600 EUR (8,000-13,000 RON)
• Typical employers: Global SSCs, multinationals, telecoms, fintech startups, engineering consultancies, private hospitals, construction firms, logistics hubs.

Cluj-Napoca

• Technology
  • Software Developer: 2,500-4,000 EUR (12,500-20,000 RON)
  • QA Automation Engineer: 2,200-3,500 EUR (11,000-17,500 RON)
• SSC/BPO
  • Customer Support - French: 1,200-1,800 EUR (6,000-9,000 RON)
• Manufacturing/Automotive
  • Production Engineer: 1,500-2,300 EUR (7,500-11,500 RON)
• Typical employers: IT product companies, nearshore R&D centers, global BPOs, automotive and electronics plants, healthcare providers.

Timisoara

• Technology and Embedded
  • Embedded Software Engineer: 2,400-3,800 EUR (12,000-19,000 RON)
• Industrial and Blue-collar
  • Welder: 1,200-1,800 EUR (6,000-9,000 RON)
  • Electrician: 1,000-1,600 EUR (5,000-8,000 RON)
• Hospitality
  • Waiter/Waitress: 700-1,100 EUR (3,500-5,500 RON)
• Typical employers: Automotive Tier-1 suppliers, electronics manufacturers, logistics companies, hospitality groups.

Iasi

• Healthcare
  • Registered Nurse: 1,200-1,700 EUR (6,000-8,500 RON)
• SSC/BPO
  • Customer Support - Italian: 1,100-1,700 EUR (5,500-8,500 RON)
• IT Services
  • Junior-Mid Developer: 1,800-2,800 EUR (9,000-14,000 RON)
• Typical employers: Regional hospitals and clinics, back-office and customer operations centers, IT outsourcing, education and research institutions.

Use these bands to set honest expectations with both candidates and clients. Early salary transparency saves time and builds trust.

Practical, actionable advice to copy the wins

1) Nail the intake - the first 48 hours decide 80 percent of outcomes

• Host a 45-minute intake with the hiring manager and an ELEC partner manager.
• Produce a one-page role charter within 24 hours: must-haves, nice-to-haves, interview stages, stakeholders, timelines, and blockers.
• Convert soft skills to behaviors: Instead of "good communicator," define "can summarize customer pain in 2 minutes and propose next steps."
• Lock salary bands in EUR and RON and disclose in the first candidate touch.

2) Build shortlists faster using reusable assets

• Maintain a 10-question technical screen library for your core roles.
• Create 3 candidate persona templates per role with typical employers, motivators, and deal-breakers.
• Use structured CV notes: bullets on impact, scope, stack, and outcomes so clients can decide in 3 minutes.

3) Elevate candidate experience to reduce dropouts

• Day-1 welcome message: timeline, interview steps, salary range, benefits.
• Weekly update ritual: even "no update" updates keep trust intact.
• Offer acceptance scripts: recap salary, duties, benefits, start date, and relocation support; confirm family buy-in when relevant.

4) Standardize compliance and documentation

• Create a document tracker for IDs, diplomas, licenses, references, background checks, and medicals.
• Pre-scan issues: name mismatches, expired documents, missing apostilles; resolve before client review.
• For cross-border roles, present a compliance timeline with dependencies and responsible parties.

5) Price and split fairly - and profitably

• Permanent placements: Set a base fee band and an uplift for hard-to-fill or relocation-heavy roles.
• Contracting and staffing: Calculate a gross margin target that covers sourcing, compliance, travel, and on-site support.
• Partnership splits: Define who owns what. A simple model is 50:50 when one party owns demand and the other owns supply, adjusted for unusual complexity.

6) Measure what matters every week

• KPIs to track
  • Time-to-shortlist
  • Submit-to-interview ratio
  • Offer acceptance rate
  • Time-to-fill
  • First-year retention
  • Candidate NPS and client NPS
• Use a shared dashboard with color-coded alerts and owner names on stuck items.

7) De-risk international deployments

• Legal checks: Contracts enforceable in the destination country, worker protections, and insurances.
• Safety: Pre-departure training, PPE lists, emergency contacts, and incident reporting lines.
• Living conditions: Standardize accommodation checks for space, safety, and transport access; gather candid videos and photos.

8) Market your openings with honest, city-specific messaging

• Reference commute and transit options in Bucharest, housing and tech community in Cluj-Napoca, industrial corridors in Timisoara, and family-friendly neighborhoods in Iasi.
• Spell out hybrid policies, shift expectations, language needs, and probation rules.
• Include salary ranges in EUR and RON prominently to qualify applicants.

9) Leverage ELEC tools and templates

• Job intake checklist: Downloadable form to structure scope and expectations.
• Salary band library: Market benchmarks across Romania, DACH, Benelux, GCC, and UK.
• Compliance packs: Role-specific document lists for healthcare, engineering, hospitality, and tech.
• Outreach templates: Email, LinkedIn, and WhatsApp outreach sequences designed for higher response rates.

10) Turn every success into a case study loop

• Ask for 2-sentence testimonials at offer acceptance.
• Capture before-and-after metrics at 30, 90, and 180 days.
• Publish city-specific stories to attract more of the same candidates.

ELEC partnership frameworks you can use today

Framework 1: The 3-lane delivery model

• Lane A - Demand Owners: Manage client relationships, job intake, and feedback.
• Lane B - Talent Owners: Run sourcing, screening, and candidate care.
• Lane C - Compliance Owners: Handle verification, contracts, visas, and onboarding.

Agreement: Decide ahead of time which party covers each lane for each project, then codify split rules and SLAs.

Framework 2: The salary clarity pledge

• Publish a range in every ad and candidate conversation.
• Convert ranges into EUR and RON.
• Explain variable pay, allowances, and benefits in writing upfront.

Outcome: Higher trust, faster closes, fewer post-offer surprises.

Framework 3: The weekly operating rhythm

• Monday: Review open roles and priorities.
• Wednesday: Client triage on top 5 roles.
• Friday: Metrics snapshot and blocker removal.

This cadence removes drift, keeps teams honest on progress, and lifts speed by 20-30 percent in the first month.

How to price ELEC partnerships and protect your margins

Permanent placement examples

• Tech senior roles relocating to DACH or Benelux: 18-25 percent of annual gross base. When ELEC owns demand and the partner owns sourcing, a 50:50 split of the fee is typical.
• SSC/BPO multilingual roles in Bucharest and Cluj-Napoca: Flat fees of 1,800-3,000 EUR depending on language and shift; typical split 60:40 in favor of the party handling high-volume sourcing.
• Healthcare roles to GCC: 12-20 percent of annual base or a fixed fee per role when employer packages are standardized.

Staffing and contracting examples

• Construction and technical roles: Aim for a 14-20 percent gross margin after cost-of-mobilization. Factor in travel, visas, medicals, accommodation, PPE, and replacement costs.
• IT contractors: 15-25 percent gross margin depending on scarcity and on-site vs remote mix.

Protect your margins with these steps

• Always cost the worst-case mobilization scenario and bake in buffers for last-minute flights and date shifts.
• Use milestone billing (offer, visa approval, start) to balance cash flows.
• Put SLAs in writing for replacements, with a limited window and clear triggers.

Risk and compliance guardrails

• Documentation: Keep audit-ready files for every candidate - IDs, education, experience, references, medicals, visas, and signed contracts.
• Worker protections: Verify accommodation, transport safety, and site readiness for overseas deployments.
• Data privacy: Centralize candidate consent and data handling under GDPR, and ensure compliant sharing with international clients.
• Ethical recruiting: Prohibit candidate-paid recruitment fees for roles where it is illegal or unethical. Communicate any permissible costs transparently.

Tools and templates you can copy and adapt

Job intake checklist (abridged)

• Role title and level
• Location, on-site/hybrid/remote
• Salary range in EUR and RON, benefits, allowances
• Must-have skills and experience
• Deal-breakers
• Interview stages and decision makers
• Start date and urgency
• Compliance requirements and documents

Candidate outreach email template

Subject: {Role} in {City or Remote} - transparent salary and fast process

Hi {First Name},

I am working with ELEC on a {Role} for a {Industry} employer in {City/Country}. The salary range is {EUR}/month gross (approx. {RON}/month), with {key benefits}. Interview steps: {X}.

Your background in {Skill/Project} could be a strong match. Would you be open to a quick call this week to share details and learn more about your goals?

Thanks, {Name} {Agency} x ELEC Partner

Offer recap checklist

• Salary and benefits, in writing, with EUR and RON conversions where relevant
• Start date and reporting line
• Relocation, housing, and transport details if overseas
• Compliance steps with target dates and responsible parties
• Contact details for onboarding and emergency support

Putting it together: A 30-day action plan

• Week 1
  • Select 2-3 role families to specialize in, aligned with ELEC demand.
  • Build or adopt scorecards and screening questions.
  • Publish salary bands for your core markets.
• Week 2
  • Run intake calls with ELEC for 3 live roles.
  • Launch continuous sourcing with ads, referrals, and targeted outreach.
  • Set up the shared compliance tracker.
• Week 3
  • Host midweek triage with clients and ELEC.
  • Shortlist and schedule first interviews.
  • Capture early candidate feedback and adjust messaging.
• Week 4
  • Close first offers using the offer recap checklist.
  • Collect 2 testimonials and produce quick success posts.
  • Review KPIs and refine your next month plan.

Conclusion: Build your next success story with ELEC

The agencies featured here did not grow by chance. They focused on clear intake, salary transparency, standardized compliance, and a weekly operating rhythm - and they partnered with ELEC to open doors and scale delivery. Whether your next move is to diversify into healthcare, win multilingual SSC work, expand your tech placements across borders, or deploy skilled trades to high-profile projects, an ELEC partnership can shorten your learning curve and multiply your results.

If you want to see what a tailored partnership could look like for your agency, reach out to ELEC for a discovery call. Bring your target sectors, your city focus - Bucharest, Cluj-Napoca, Timisoara, Iasi, or beyond - and your growth goals. We will map a joint plan with specific roles, salary bands, and a 90-day delivery roadmap.

FAQ

1) How fast can we get started as an ELEC partner?

Most partners launch within 2-3 weeks. Week 1 covers onboarding, tools, and SLAs; Week 2 focuses on shared intake for your first roles; by Week 3 you should be shortlisting and getting interviews.

2) What sectors does ELEC support today?

We actively support technology, SSC/BPO, healthcare, construction and engineering, manufacturing and logistics, renewable energy, and hospitality across Europe and the Middle East.

3) Do we need to have both clients and candidates to join?

No. Many partners start with a strength on one side - either demand or supply. ELEC fills the other half. We clarify lane ownership and commission splits before each project.

4) How are fees and commissions split?

We agree a transparent model per project. Typical permanent placement splits range from 50:50 to 60:40 depending on who owns demand, sourcing, and compliance. For staffing, we set gross margin targets and define each party's cost responsibilities upfront.

5) What about compliance for overseas roles?

ELEC provides country-specific compliance packs, visa guidance, and document trackers. We map each step with ownership, target dates, and escalation paths, and we audit accommodation and safety standards.

6) Can ELEC help us with salary benchmarks in EUR and RON?

Yes. We maintain updated salary bands for roles in Bucharest, Cluj-Napoca, Timisoara, and Iasi, and we provide guidance for cross-border conversions and allowances.

7) How do we measure success in the partnership?

We track time-to-shortlist, submit-to-interview ratio, offer acceptance, time-to-fill, first-year retention, and NPS. We review these weekly, so we can fix issues quickly and keep improving outcomes.