The Romanian renewable energy project market is growing rapidly, and the need for labor is beginning to outstrip local availability, especially in technical and execution roles. In this context, international recruitment and labor mobility are becoming critical components for the timely delivery of projects. In an exclusive interview with IndustryNews, Elena Antoneac, Managing Partner at NESTLERS GROUP, explain the main market blockages and the increasingly important role of immigration and compliance solutions. She will participate as a speaker on April 22nd, during the Solar Energy Bucharest Summit.
What is the current real workforce need in renewable energy projects in Romania, and in what types of roles is this pressure most strongly felt?
From our perspective, the need is real and growing, not just cyclical. Romania is accelerating the development of new capacities in solar, wind, storage, and related infrastructure, and this expansion directly pressures the labor market. Internationally, the IEA shows that the power sector and clean energy area are generating the fastest job creation rate, and Romania is aligning with this trend. In parallel, local investments and announced pipelines confirm that demand will continue and not subside.
The greatest pressure is seen in execution and implementation roles: electricians, electromechanical technicians, structure and panel installers, cable layers, welders, HV/MV specialists, team leaders, commissioning engineers, HSE officers, and project/site managers with EPC experience. In other words, the deficit is not just at the „laborer” level, but especially in the area of mid-level and senior technical personnel capable of delivering quickly, according to quality and safety standards.
How do the legislative and administrative framework influence international recruitment processes, and what are the main obstacles companies encounter?
The legislative framework allows for international recruitment, but operationally, the process remains relatively difficult and sequential. For non-EU workers, the employer must obtain a work permit, then the candidate applies for a long-stay work visa, and subsequently for a residence permit. For highly skilled workers, there is a distinct regime, including the possibility of an extended stay of up to two years, but even there, documentation and administrative times must be managed very carefully.
The main roadblock for companies is not just the law itself, but administrative predictability: processing times, institutional burden, synchronization between approvals-visas-residence permits, and sometimes the functionality of digital tools. The fact that the state will amend the migration law for foreign workers in 2026 clearly shows the real pressure in the economy, and the emergence of the WorkinRomania platform, still under development, indicates that the authorities recognize the need for digitization and simplification. In practice, companies face delays, the need for a large volume of documents, and the risk that projects will start before people are fully operational.
Predominantly, from which countries are workers recruited for energy projects, and what differences do you observe in terms of skill level and adaptation to the requirements in Romania?
At the Romanian level, the main non-EU recruitment hubs are Nepal, Sri Lanka, Turkey, India, the Republic of Moldova, and, increasingly, Bangladesh and Pakistan. Recent public data shows that the majority of foreign workers in Romania come from Nepal and Sri Lanka, with a significant portion being absorbed into construction, manufacturing, and support services—precisely the sectors from which the energy industry attracts human resources or competes for them.
In energy projects, we observe quite clear differences. From South and Southeast Asia, good candidates frequently come for execution, assembly, site logistics, and repetitive activities where operational discipline is important. From Turkey and India, we more often find technical or coordination profiles with relevant experience on large sites, including industrial or energy ones. From the Republic of Moldova, there is the advantage of linguistic and cultural proximity, which shortens integration. The differences are not just in qualifications, but also in adaptation: those easiest to integrate are usually candidates who have previously worked in the EU or on international projects and already understand the rigor of documentation, productivity, and HSE.
How do you assess the current skill level of the available workforce and to what extent are additional vocational training programs needed?
Our assessment is that Romania still has a solid core of good technical personnel, but not enough in number for the current pace of investment. For simple or repetitive projects, executive personnel are relatively easier to find, but for roles that combine practical experience, certifications, work on international standards, and mobility availability, the supply is clearly below demand. Furthermore, European and international documents explicitly show that the energy transition comes with a skills deficit and the need for reskilling and green skills.
Does Nestlers get involved in the training or preparation process of workers before they are integrated into projects, and how is occupational safety addressed?
From Nestlers' perspective, our primary role is to deliver compliant international recruitment, mobility, immigration, and seamless operational integration. Nestlers supports companies in the renewable energy industry with the critical aspects of human resource compliance and legalization.
A partner like Nestlers can support the administrative, cultural, and compliance readiness component: complete documentation, eligibility verification, contractual alignment, onboarding preparation, and clarification of employee and employer obligations.
Additionally, we offer support for the tax registration of foreign workers, as well as employer of record solutions, including through a temporary employment agency model or other similar structures, depending on the project's specifics. This aspect is essential, as many companies that conduct international recruitment in Romania overlook the component of foreigners' tax obligations, which can lead to complications for both the employer and the employee.
Additionally, we support companies that have projects in other European countries and wish to use labor through transnational posting. We offer support both in Romania and in the host country, including regarding the applicable minimum wage, collective bargaining agreements, tax obligations, and other local compliance requirements, so that our clients can focus on the operational aspects, and we can fully cover the compliance component. Regarding workplace safety, this generally remains the responsibility of the direct employer or the project beneficiary, and our role is to ensure that the integration of workers takes place correctly, legally, and without compliance risks.
How do you see the evolution of the labor market in this sector in the coming years: will we witness accelerated professionalization or continued pressure on international recruitment?
The most realistic answer is: both. We will see accelerated professionalization because projects are becoming larger, more technical, and more standardized, and the demands for quality and productivity no longer allow for improvisation. However, at the same time, the pressure for international recruitment will remain high, as the pace of investment in energy, storage, and associated infrastructure will continue to outstrip the available local supply. Romania is already adjusting its policies through large quotas of highly qualified or seconded foreign workers and through attempts to digitize processes, which confirms that the deficit is not seen as temporary.
So, in the coming years, companies that will have a competitive advantage will be those that build a hybrid model: local recruitment where there is expertise, international recruitment where there is a deficit, plus accelerated training and retention. In renewables, the winners will be those who treat human resources as part of the delivery strategy, not just as an HR function.
Nestlers Group is a consulting company with over 20 years of experience, specializing in immigration, global mobility, and workforce relocation services. The company supports employers in managing international recruitment, obtaining work and residency permits, as well as in cross-border employee mobility, ensuring legal compliance and efficient talent transfer across borders. Through an approach based on compliance and practical execution, Nestlers collaborates with companies in fast-growing industries where access to the right workforce at the right time is essential.