Employers in Mediterranean EU countries can recruit non-EU seasonal workers through our platform by launching an official hiring campaign. Each campaign must comply with EU seasonal employment regulations and national labor laws.

1. Employer Registration & Verification

Before posting a campaign, every employer must complete a verification process to ensure compliance and worker protection.

Required documents for employer verification:

Company registration certificate or commercial license
Tax identification number (VAT or equivalent)
Proof of legal authorization to hire foreign seasonal workers
Employer’s official contact information and representative details

Only verified employers are permitted to launch campaigns.

2. Creating a Campaign

Once verified, employers may post seasonal job openings by filling in the campaign form on their dashboard.

Mandatory details include:

Job Title & Sector (e.g., construction worker, agricultural laborer, logistics assistant)
Job Description (duties, required skills, working conditions)
Number of Workers Required (system will track quotas in real-time)
Location of Employment (city, region, country)
Contract Duration (in accordance with EU seasonal work rules, typically 6–9 months)
Salary & Benefits (gross monthly salary, overtime rates, allowances)
Accommodation Arrangements (type, cost if any, facilities provided)
Health & Safety Measures (protective equipment, insurance coverage)
Application Deadline (after which the campaign automatically closes)

Employers may also upload images or media about the workplace, housing, or project to attract applicants.

3. Required Supporting Documents

Employers must attach the following documents during campaign submission:

Draft Employment Contract (showing wage, hours, duties, termination conditions)
Proof of Accommodation (lease, ownership, or employer-provided housing details)
Proof of Insurance Coverage (accident, health, and liability insurance for workers)

These documents ensure compliance with the EU Seasonal Workers Directive (2014/36/EU).

4. Review & Approval

All campaigns are reviewed by our compliance team before publication.
The review process verifies that the contract terms, wages, and housing meet EU labor standards.
Once approved, the campaign goes live on the platform and becomes visible to job seekers worldwide.

5. Managing Applications

Job seekers submit their applications through the platform.
Employers receive applications in their employer dashboard (including CVs, passport copies, and certificates).
The platform does not charge applicants — all costs are borne by employers.
Employers may communicate with applicants and invite selected candidates to virtual interviews.

6. Campaign Monitoring

Employers can:

Track the number of applications received
View the quota counter (how many workers have been selected / how many are still open)
Modify campaign details (job description, quotas, deadlines) if necessary
Close the campaign once the positions are filled

7. Next Steps After Selection

When an employer selects candidates:

A formal employment contract is issued.
The employer begins the visa application process on behalf of the worker.
The worker provides the required visa documents through the platform.
Once approved, the employer arranges relocation (housing, transport, onboarding).

8. Key Notes for Employers

Campaigns must comply with national labor laws and EU standards.
Employers are responsible for visa processing, accommodation, insurance, and relocation support.
Misrepresentation of job conditions may result in suspension or permanent removal from the platform.