First hires
A working core team in months. Transfer when you're ready, typically after 12–24 months.
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A center in Romania, from the first hire to the handover
Location, leadership, the first hundred people, and someone to employ them before your entity exists. Build-Operate-Transfer and Employer of Record for technology, R&D, GBS and shared services centers, built on 45+ centers launched since 2001.
45+centers opened and scaled
90 in 9 monthsa tech center built from zero in 2020
450 in 24 monthsa NOC and support center
Day 1your team employed on our books, before your entity exists
Before you ask
Start with the day we hand you the keys
Weeks
Us
The employer, until transfer
Contracts, payroll, legal compliance and replacements sit with us. The team works under your operational lead from day one.
Yours
Everything at the end
The people, the leadership, the processes and the know-how, transferred to your entity with no restart.
The objection
Why not just open an entity and hire directly?
Fair question. For some companies it is the right answer. Build-Operate-Transfer is for the ones who need to be operational before their entity, their HR team and their employer brand are. You get a working team now and the option to own it later, without carrying the setup risk alone. And because we have staffed 45+ centers from the first hire, you also get the pattern that works: leadership first, then the organization under it, in waves, with the scarce profiles started early.
Four phases
How it works
Phase 0: Decide
Before we build, find out if you should. We map the talent for your exact mix of profiles: where it sits, how deep the pool is, what it costs and who you'll compete with. You get a go/no-go view, a location recommendation and a hiring plan with realistic timelines. Two to four weeks.
Phase 1: Build
Hire the core, starting with the people who'll lead it. Site lead and team leads through executive search. Then the team, at speed, through Recruitment Sprints: three-day interview events backed by weeks of sourcing, 50 to 120 interviews each.
Phase 2: Operate
Your team, our payroll. Your people work under your coordination. We carry the employment: contracts, payroll, compliance, benefits administration and replacements. One point of contact, regular reporting.
Phase 3: Transfer
When your entity is ready, or when you decide, employment moves to you. We handle the transition with each person, hand over processes and documentation, and stay on for recruitment if you want us to.
Proof
Centers we built from the first hire
90 in 9 mo
A US Fortune 500's tech center
Leadership first, fully remote, in 2020, with us as Employer of Record for six months. Ranked #1 employer in Romania two years later. Its founding leadership still runs it.
60 in 5 mo
A global beverage company's GBS center
Executive team of five first, then finance, procurement and data towers. Now several hundred people.
450 in 24 mo
A telecom group's NOC and support center
150 NOC engineers, 70 technical support, 230 multilingual customer support. Today one of Romania's largest IT&C employers.
What if
The questions we'd ask in your place
…the talent isn't there?
You'll know in Phase 0, not in month six. And when a profile is rare, we keep going until it works.
…someone leaves during Operate?
Replacing them is our job. Employment responsibility stays with us until transfer.
…we want to take over earlier?
Transfer timing and terms are agreed at the start, so bringing it forward is a decision, not a negotiation.
…we're worried about data and IP?
Everything the team produces belongs to you from day one. Candidate, salary and employee data is handled under our ISO 27001-certified information security management system.
…we already have a Romanian entity?
Then you need Build, not Build-Operate-Transfer: we hire the team and you employ it from day one, with executive search and Recruitment Sprints doing the work.
Case studies
New centers, in full
Banking & Financial Services · New center · Executive Search · Employer of Record90 hires in 9 months
How a US Fortune 500 built its Romanian tech center from zero, mid-pandemic
Founding leadership still in place after 5 years. Ranked #1 employer in Romania two years after launch. Still a client.
Telecommunications · New center · Volume and multilingual recruitment450 hires in 24 monthsHow a global telecom group built its first NOC and support teams in Romania: 450 hires in 24 months
The center now employs several thousand people and ranks among Romania's largest IT&C employers.
Consumer & Retail · GBS launch · Executive Search · Team builds60 roles in 5 monthsHow a global beverage company launched a GBS center in five months, then kept us for the hard roles
The center now employs several hundred people. A 20-person design team hired in three weeks is almost intact three years later.
FAQ
Questions we get asked
How long does it take to open a tech center in Romania?
First hires in weeks, a working core team in months. A US Fortune 500 had 90 people in nine months and ~130 in twelve, leadership first, starting from zero in 2020. A GBS center launched with 60 people in five months. A telecom group's NOC and support center reached 450 people in 24 months.
Can we start hiring before our Romanian entity exists?
Yes. As Employer of Record we hire your first people on our books, with payroll, contracts and compliance handled by us, and transfer them to your entity when it's ready. That is how a US tech center was operational months before incorporation.
Which city should we choose in Romania?
It depends on the roles. Our Tech Talent Map compares Bucharest, Cluj-Napoca, Iași, Timișoara, Brașov, Sibiu and Craiova by pool size for 37 roles, salaries, competitor employers and mobility. For business services, our Business Services Talent Map covers ten cities and 17 languages. We start every center project with that data.
What is Build-Operate-Transfer for a tech center?
We build your team (executive search for the leaders, Recruitment Sprints for the volume), employ and run it while it finds its feet (Employer of Record, embedded recruiters), then transfer people, leadership and documented processes to your entity at an agreed date.
Who carries the risk if the talent isn't there?
You find out before you commit. Phase 0 maps the talent for your exact mix of profiles: where it sits, how deep the pool is, what it costs, who you'll compete with. You get a go/no-go view and a hiring plan with realistic timelines.
Why Romania for a tech or GBS center?
A deep technical talent pool, strong language skills, a mature business services ecosystem and competitive costs. Companies that built centers with us went on to become some of Romania's largest and most appreciated employers.
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