What we do
Staff leasing
Where legally permitted, workers are employed by the authorised staffing entity and assigned to the client, while payroll, HR administration and employment compliance remain managed by the staffing provider.
Employment administration managed
Where legally permitted, the authorised staffing entity manages the employment relationship, payroll, HR administration and applicable employment obligations.
Your site, your operations
Assigned workers perform their duties at the client’s workplace and follow the agreed work schedule, operational requirements and site standards.
Flexible workforce structure
Where legally and contractually permitted, workforce size and assignments can be adjusted according to operational needs.
How it works
Four stages, the same on every order
What we do at each stage, in the order it happens, on every order we take.
The requirement
We confirm the roles, site, headcount, expected duration, work schedule and destination-country requirements.
Selection & testing
Candidates are sourced, screened and interviewed and, where required, complete practical or technical assessment before selection.
Employment & assignment
Where the staff-leasing structure is legally available, the authorised staffing entity manages the employment relationship and assigns the workers to the client.
Ongoing administration
Payroll, HR administration, attendance reporting and agreed workforce adjustments are managed throughout the assignment according to the contract and applicable law.
Why choose us
A flexible workforce, with less administration
Focus on your operations
Employment administration, payroll and HR responsibilities remain with the staffing provider within the agreed legal structure.
Adjust workforce to demand
Where legally and contractually permitted, the assigned workforce can be increased or reduced according to project and operational requirements.
Screened workforce
Workers follow the same sourcing, screening, interview and assessment standards used across our recruitment projects.
When to choose it
When this is the right one
- The workload will change size before it ends.
- You do not want to build a payroll for a workforce you are not keeping.
- You need people on site quickly and cannot open a recruitment cycle for each of them.
- You want to see how a worker does before taking them onto your own payroll.
- You need cover for maternity or medical leave, for as long as the absence lasts.
- The company is newly set up and has the work before it has an HR function.
For employers
Tell us the roles and the start date.
A structured first conversation, not a generic form: the roles, the numbers, the start you have in mind. A consultant comes back with an initial assessment.
More service details & frequently asked questions
Employment administration managed
Where legally permitted, the authorised staffing entity manages the employment relationship, payroll, HR administration and applicable employment obligations.
Your site, your operations
Assigned workers perform their duties at the client’s workplace and follow the agreed work schedule, operational requirements and site standards.
Flexible workforce structure
Where legally and contractually permitted, workforce size and assignments can be adjusted according to operational needs.
What this actually is
What staff leasing means
Leasing means the workers do your work on your site while Eurozone stays the employer of record. The employment relationship and everything it carries — payroll, contributions, HR administration — is ours. The working day is yours.
What it covers
- Workers assigned to your site while Eurozone stays the employer of record
- Payroll, contributions and HR administration carried by us
- The platform application, the visa and the residence permit carried the same as a direct hire
- Monthly reporting on headcount and attendance
How it works
Four stages, the same on every order
What we do at each stage, in the order it happens, on every order we take.
The requirement
We confirm the roles, site, headcount, expected duration, work schedule and destination-country requirements.
Selection & testing
Candidates are sourced, screened and interviewed and, where required, complete practical or technical assessment before selection.
Employment & assignment
Where the staff-leasing structure is legally available, the authorised staffing entity manages the employment relationship and assigns the workers to the client.
Ongoing administration
Payroll, HR administration, attendance reporting and agreed workforce adjustments are managed throughout the assignment according to the contract and applicable law.
Every stage, in order
- The requirementThe trade, the site, the head count and how long you expect to need them.
- Selection and trialThe same screening and work trial as any other placement we make.
- We employ themContract, payroll and contributions sit with Eurozone as employer of record.
- They work for youOn your site, to your schedule and your standards.
- We run the administrationPayroll, contributions and the HR paperwork around them.
- Resize as the work changesMove leased staff between your sites, or change the crew size, without a new recruitment cycle.
Advantages
Why employers use us for this
Focus on your operations
Employment administration, payroll and HR responsibilities remain with the staffing provider within the agreed legal structure.
Adjust workforce to demand
Where legally and contractually permitted, the assigned workforce can be increased or reduced according to project and operational requirements.
Screened workforce
Workers follow the same sourcing, screening, interview and assessment standards used across our recruitment projects.
The added value
- One invoice instead of a payroll to build for a workforce you do not employ.
- Liability and HR obligations sit with the employer of record, in writing, before anyone starts.
- Every worker reaches you through the same permit chain and the same no-fee rule as a permanent hire.
When to choose it
When this is the right one
The workload will change size before it ends.
You do not want to build a payroll for a workforce you are not keeping.
You need people on site quickly and cannot open a recruitment cycle for each of them.
You want to see how a worker does before taking them onto your own payroll.
You need cover for maternity or medical leave, for as long as the absence lasts.
The company is newly set up and has the work before it has an HR function.
Our proven process
What actually has to happen
Six steps in a fixed order — the visa cannot be applied for before the state has approved the job. We carry all six, and publish a figure only where a published instrument fixes one.
- ProfileWe build the candidate's profile against your role and screen the CV before you see it.
- Interview & testingOnline interview, and a work trial in the candidate's home country.
- DocumentationWe prepare the employment and immigration file with the candidate, then lodge the single application on the state platform and track it. Romania ended the separate work permit on 8 August 2026.
- Right to work & visaLong-stay visa for employment, D/AM1 or D/AM2. The single application is lodged on the state platform, and the visa is issued by the Romanian consulate in the candidate's country.
- Travel & arrivalOnce the visa is issued, we coordinate the journey, the arrival and the first days on site.
- Residence & post-deploymentAfter arrival we arrange the residence permit, then stay the contact for the length of the placement.
No step in this chain is paid for by the worker. OUG 32/2026 forbids a placement agency from taking any commission, tariff or fee from the people it places, and holds the employer answerable for the same rule. Source: OUG 32/2026 art. 11, 23
4,000+workers placedsince 2019
450+companies servedsince 2019
13industriesas listed on the sectors page
7years of experiencesince 2019
International sourcing across Asia, Africa and the Middle East, with placements in Europe and expert deployment beyond Europe.
Questions we get asked
How is the cost of staff leasing calculated, and who pays?
One monthly invoice from us to you. It is built from the leased worker's pay and the employer contributions we carry as employer of record, plus our margin for the recruitment, the permits and the administration, on the hours or the head count agreed in the contract. The split is written into the quote before anyone starts — ask any leasing company, us included, to show it to you that plainly. The worker pays nothing, here or anywhere in the chain.
How is staff leasing different from permanent recruitment?
The worker reports to you and follows your site rules, but the employment contract, payroll and permits sit with Eurozone. You direct the work; we carry the paperwork.
Who is liable if a leased worker is injured on site?
Workplace safety liability follows the site where the work happens, not the employer of record. We carry the employment-side insurance; your site policies and supervision apply as normal.
Can leased staff be moved between our sites?
Within the same employer and the same conditions, yes. A change of employer or of role needs a fresh single application on the state platform, which we file before the move.
What does the client company have to do?
The working day is yours, and with it what the law attaches to the place of work: a safe site with the equipment and the briefing it needs, the working time actually kept, supervision, and the same conditions your own staff get for the same work. You confirm the hours to us monthly; payroll, contributions, permits and the HR paperwork stay ours. The contract lists each side's obligations before the first shift.
Can a leased worker be hired permanently by us?
Yes. If a worker has proved themselves on your site and both of you want it, the employment moves to you. A change of employer needs a fresh single application on the state platform, which we file before the contract changes; the residence permit is then tied to your company. Nothing is charged to the worker for the move, and you do not run a new recruitment cycle.