An unfilled position is rarely just an HR problem. Behind it may be a delayed order, an incomplete shift, overtime for the existing team and management time repeatedly spent searching for new employees.
Once labour shortages start affecting output, deadlines or growth plans, recruitment becomes an operational issue. The business needs a workforce solution that can be planned, scaled and professionally managed.
On 7 October at Tekwill, this was one of the central topics of “Oamenii s-au terminat?”, an event for business leaders and HR professionals. Petru Maleru, founder and general director of MOLDO PERSONAL, presented the company’s temporary staffing model with workers from Nepal, focusing on the issues that matter to employers: cost, responsibility, legal procedures, integration and workforce stability.
MOLDO PERSONAL is a member of the Association of Recruitment Agencies of Moldova — ARA. More than 300 temporary workers are currently employed through the company, while another 500 workers are planned for recruitment over the next three months. The group has more than 17 years of experience in recruitment.
The Real Cost Is the Position That Remains Unfilled
MOLDO PERSONAL approaches the issue from a simple management perspective: the cost of a staffing solution should be compared with the cost of leaving a position open.
That hidden cost may include lost production output, overtime, management time and repeated recruitment and training. When the same positions remain vacant month after month, these losses become part of the company’s operating reality.
The purpose of temporary staffing is therefore not simply to bring workers from Nepal. It is to give the client predictable access to personnel while transferring much of the administrative burden to one specialised partner.
The Client Manages the Operation: MOLDO PERSONAL Manages the Employment Process
EUROPERSONAL SRL, operating under the MOLDO PERSONAL brand, acts as the employer and temporary employment agency. It handles recruitment and selection in Nepal, migration procedures, employment contracts, payroll, taxes, contributions and reporting. Depending on the selected package, accommodation and meals can also be organised.
The client retains control of the actual work: defining tasks and standards, organising schedules and shifts, providing workplace instruction and confirming hours worked. Employment administration remains with MOLDO PERSONAL, while the client receives one monthly invoice.
For production managers, this means greater staffing predictability. For HR, less administrative pressure. For management, a clearer structure of costs and responsibilities.
Selection Starts with the Actual Role, Not with a List of CVs
Before recruitment begins, MOLDO PERSONAL defines the real requirements of the role together with the client: tasks, work pace, shifts and qualifications.
Partners in Nepal preselect candidates according to these criteria. The client can participate in individual video interviews and approves candidates before mobilisation. Practical assessment can be included when necessary, while potential team leaders with a higher level of English can be identified in advance.
This gives the employer control over the selection process before the team arrives in Moldova.
What Changes When the Model Works
One case presented by MOLDO PERSONAL involved a manufacturing company in a Free Economic Zone.
After four months, internal data showed that turnover during the first three months of employment had fallen by more than 80% compared with employees recruited locally for the same positions. Absenteeism was approximately halved, particularly on evening, night and weekend shifts.
Results depend on the role, working conditions and integration and are not guaranteed for every project. But the operational impact is clear: fewer repeated recruitment cycles, more complete shifts and better predictability of production planning.
International Staffing Should Reduce Risk, Not Create More of It
If a worker leaves or proves unsuitable for the position, the contract provides for priority replacement without a new recruitment fee, subject to the agreed conditions and a 30-day notice period.
Document validity and renewals are monitored, adaptation issues are supported, and the client works through one responsible contact who coordinates HR, legal, financial and logistics matters.
The model operates within Moldova’s regulated framework for temporary agency work, labour relations, migration and occupational safety. Workers are legally employed, responsibilities are defined contractually and each party retains the obligations that belong to it.
MOLDO PERSONAL’s membership in ARA reinforces this professional positioning: the company is part of Moldova’s professional recruitment community, with a strong focus on legal and transparent recruitment practices.
From Seasonal Demand to a Scalable Workforce Channel
Workers from Nepal are already employed through MOLDO PERSONAL in agriculture, livestock farming and HoReCa. Teams can also be formed for production, logistics and warehouses, construction, cleaning and courier services.
Several service configurations are available depending on whether accommodation and meals are provided by MOLDO PERSONAL or by the client. Cooperation can start without upfront payment for recruitment services, while MOLDO PERSONAL covers the initial costs related to recruitment and legal employment procedures under the agreed model.
This makes international staffing useful not only in an emergency. It can support a seasonal peak, a new contract, production expansion or a recurring labour shortage that local recruitment has not been able to solve consistently.
The management question therefore changes. It is no longer only: “How much does a worker cost?”
It becomes: “How much is the business already losing while the position remains empty?”
MOLDO PERSONAL starts with a 15-minute consultation to define positions, headcount, schedule and location. A personalised commercial proposal can then be prepared within 24 hours.
MOLDO PERSONAL
+373 79 502 010
info@moldo.md
moldo.md
