Employer questions, answered

Fill in the form on the website or call +386 69 667 971. We arrange a short call to define the roles, headcount, working conditions and accommodation, then send an offer and a contract.

No. We run both one-off recruitment for single roles and mass recruitment for larger headcounts. Larger projects get a dedicated coordinator.

Every client has one coordinator responsible for recruitment, documents, deadlines and communication.

We recruit in more than 20 countries: the Philippines, India, Nepal, Bangladesh, Vietnam, Indonesia and Sri Lanka in Asia; Kenya, Uganda, Ethiopia, Morocco and Zimbabwe in Africa; Ukraine, Moldova, Georgia, Belarus, Kazakhstan and Uzbekistan in the East; Colombia, Guatemala and Argentina in Latin America.

We define the role, pre-select candidates in their home country, verify documents and experience, arrange online interviews with the employer and finally organise arrival and onboarding.

As standard we run pre-selection only: verifying experience, documents and references and interviewing the candidate. Practical or language tests are an optional paid add-on, at the employer's explicit request.

Yes. We present a shortlist with profiles, experience and interviews. The hiring decision always stays with the employer.

Most often: production operators, warehouse staff, MIG/MAG/TIG welders, fitters, general construction workers, food processing and agriculture staff, hospitality staff and C+E drivers.

2–3 months from contract to arrival on site. The timeline depends on the processing capacity of the competent authorities, consulates, embassies and visa systems.

We usually present the first shortlist a few days after agreeing the requirements, with online interviews in the following days.

Processing times at the competent authorities, consulates and embassies, and missing information on the employer's side. We report status continuously.

Employing foreign nationals in Croatia requires a temporary residence and work permit, issued by the competent authorities (including the Ministry of Interior and the Employment Agency of Croatia). Primework helps you define the role and candidate profile precisely; the exact procedure and documents should be confirmed with the competent authority or a licensed adviser.

Croatia has moved from the old annual-quota system to a labour-market test (TTR) run by the Croatian Employment Service (HZZ), with deficit occupations exempt from the test. We are still confirming the exact current rules and will update this answer once verified against official Croatian sources (Narodne novine, MUP, HZZ).

The Law on Foreigners has been amended several times recently, and some provisions are still being verified against the official Narodne novine text. We only rely on confirmed official sources and will update this answer once the current rules are verified. We track renewal deadlines for every worker regardless.

Construction, production, hospitality and logistics are consistently among the sectors most reliant on foreign workers in Croatia, alongside drivers and skilled trades. Exact current figures depend on HZZ's deficit-occupation list, which we check before planning recruitment.

No. The timeline and outcome depend solely on the competent authorities, consulates, embassies and visa systems, which are outside our control.

It depends on the country of origin, qualifications, headcount and scope of the service. We quote after the requirements call – always a quote on request, with no hidden fees.

No. We never charge candidates for finding work.

Settlement is staged and tied to project milestones (recruitment start, candidate approval, worker arrival). The payment schedule is part of the contract.

We do. We plan the arrival, meet the workers and drive them to their accommodation and to the employer for their first day.

We help find and arrange accommodation in agreement with the employer, and can also coordinate commuting to work.

We provide welcome materials in the worker's language, and the coordinator stays in touch with both the worker and the employer during the first weeks.

Yes. If a worker does not meet expectations within the agreed trial period, we provide a free replacement. Scope and duration are written into the contract.

We start the replacement procedure on contract terms and review the cause in parallel – usually accommodation, scheduling or communication, all of which can be fixed.

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