1. The Legal Structure of an Employer Demand Letter
The foundational instrument of bilateral corporate hiringIn European cross-border recruitment, major corporations—including industrial manufacturing plants, logistics hubs, construction contractors, and hospital networks—do not publish individual open job adverts for foreign talent. Instead, they execute formal Demand Letters and Powers of Attorney (POA) with authorized global mobility consultancies:
Pre-Approved Quotas
Specifies the exact number of allocated positions (e.g., 25 Warehouse Operators, 15 CNC Machinists, 10 General Nurses) reserved for international recruitment.
Contractual Compensation
Binds the employer to statutory base salaries, overtime multipliers, shift allowances, and employer-arranged housing standards.
Labor-Market Clearances
Confirms that the employer has satisfied domestic labor tests (*Test Rynku Pracy* in Poland, HZZ opinion in Croatia, or DAM1/DAM2 in Romania).
Power of Attorney (POA)
Authorizes Nexus Point Consultants to audit credentials, assemble standardized dossiers, and submit qualified candidates directly to the hiring desk.
2. Why Openings Proceed Strictly Through Company Channels
Eliminating chaos, unsolicited contact, and document rejectionCandidates frequently ask: "Why can’t I just contact the European employer directly on Google or LinkedIn?" There are three critical legal and operational reasons:
Corporate staffing agreements feature strict non-circumvention clauses. Employers contract consultancies specifically so their internal HR teams are not inundated with tens of thousands of direct emails, phone calls, and informal messages from applicants around the globe.
European labor authorities and HR directors will not process raw foreign resumes. Files must be audited, formatted to Europass or DIN standards, and paired with verified educational equivalencies, background clearance checks, and certified translations. This backoffice preparation is what activates employer review.
Unlicensed brokers who show "ready-made offer letters" with employer letterheads before any file evaluation are issuing forged documents. Legitimate European corporations never issue employment contracts without prior dossier review and formal selection.
3. The Step-by-Step Selection & Disclosure Workflow
From initial dossier preparation to work permit filingOur operational workflow ensures absolute transparency at the correct statutory milestones:
The candidate submits credentials and completes the initial screening fee. Our backoffice team verifies identity, performs educational checks, formats the Europass CV, verifies police clearances, and routes the dossier to open Demand Letter quotas.
The sponsoring European employer reviews the qualified candidate pool against their active demand allocation. If required by the role, a structured video interview is scheduled.
Upon formal selection, Nexus Point provides written selection confirmation disclosing: Candidate X has been selected by Employer X for Role X with compensation and benefits. The candidate receives full corporate credentials (commercial register number KRS/ONRC/Handelsregister, official company domain, and registered workplace address) and the formal bilateral employment contract.
With the signed employment agreement in hand, the employer files for the statutory work authorization with destination immigration ministries (Voivodeship in Poland, IGI in Romania, MUP in Croatia). The candidate then files for the national D work visa.
4. Clarity on Candidate Fees: What You Pay For
Zero hidden costs, milestone-based protectionNexus Point Consultants operates under a strict, transparent code of ethics:
- We Do Not Sell Jobs: Employment opportunities cannot be purchased. We are an international mobility and legal dossier advisory firm.
- Initial Screening Fee Scope: Upfront candidate fees cover professional backoffice labor: credential authentication, police clearance verification, certified translation guidance, and Europass profile compilation.
- Milestone-Based Billing: Subsequent fees for work permit legal filing, ministerial docket management, and consular representation are invoiced strictly in documented stages under a signed service agreement.
Frequently Asked Questions
What is an Employer Demand Letter in international mobility?
An Employer Demand Letter is an official, legally binding document issued by a verified European corporate sponsor to an authorized mobility consultancy. It authorizes the recruitment and placement of a specific quota of foreign workers for defined occupational roles, specifying exact job titles, minimum statutory salaries, working hours, accommodation terms, and required qualifications.
Why can’t candidates contact the employer directly before applying?
Under bilateral corporate staffing agreements and non-circumvention clauses, employers outsource candidate screening and dossier compilation to avoid receiving thousands of unvetted, unstructured CVs. Furthermore, European HR departments cannot review non-standardized foreign credentials without Europass formatting, certified translations, and prior qualification verification. Applications must proceed through authorized company channels to protect the employer’s quota and guarantee file readiness.
When are the employer’s official name and registration details disclosed to the candidate?
Employer commercial registration details (such as the Polish KRS, Romanian ONRC, or German Handelsregister number, official company domain, and registered address) and formal bilateral contracts are delivered to the candidate immediately upon formal selection by the employer. Nexus Point provides written selection confirmation disclosing that Candidate X has been selected by Employer X for Role X with compensation and benefits, prior to destination work permit filing.
What does the candidate’s initial preparation fee cover?
The initial candidate fee covers independent backoffice operations: statutory qualification evaluation, European Europass and DIN-standard dossier compilation, police clearance verification, certified translation guidance, and official submission routing under active employer demand quotas. It is an administrative professional service charge for document preparation, not a fee for buying an employment contract.
Does Nexus Point Consultants guarantee that an employer will select me?
No consultancy can legally guarantee hiring decisions. Final selection decisions rest solely with the sponsoring European employer based on dossier evaluation, skill match, and interviews where required. If an initial review finds that a candidate does not meet minimum eligibility criteria, our limited service-charge guarantee terms apply under written agreement.
Published by Nexus Point Consultants Corporate Governance & Compliance Team · Last updated: September 2026.