The people behind a great summer.

We recruit across kitchen, restaurant and bar, accommodation and resort-support teams — including chefs, cooks, waiters, bartenders, reception, housekeeping, maintenance and, where certification is required, lifeguarding. We can also support selected supervisory and management roles where needed. Before we begin, we agree the service level, technical capability and team fit you need.

The more information you share, the closer the match we can make. The essentials are the job title, key requirements, location, pay, shifts and hours. The strongest briefs also explain your business culture, language requirements, accommodation, bonuses or benefits, your ethos and what you want beyond a job title or technical skill set. That helps us find people who can genuinely succeed in your team — not simply someone who looks right on paper.

We tailor the sourcing mix to your brief. It can include candidates already in Croatia, EU/EEA candidates, experienced third-country nationals already in Croatia, regional and international recruitment. We use our candidate database, targeted advertising and recruitment events, together with a carefully selected group of smaller, vetted recruitment partners we have worked with for years. As an established recruitment company, our website and active social-media reach also help us reach people across the Balkans.

Yes. For candidates already in Croatia, we can arrange face-to-face or video interviews. For candidates outside Croatia, this is usually a live video interview, or a separately recorded interview using questions agreed with you that you can watch when it suits you. We pre-screen candidates against the agreed profile and can include relevant checks of skills, language, certificates or references, with candidate consent where needed. The final hiring decision remains yours.

For larger projects or specialist work, where the volume and timing justify it, we can arrange in-country selection sessions. These can combine an employer presentation, interviews, agreed skills or language checks and an assessment-centre format. We agree the country, format, candidate numbers, timetable and costs in advance so the process is practical for your project.

Depending on the agreed scope, our support can range from gathering and forwarding documents for the visa process to fuller operational support with stay-and-work permits and visas. Agreed travel and arrival arrangements can also include coordination and airport transfer. Decisions and timelines remain with the relevant authorities, so responsibilities, documents and costs for each step are set out clearly in advance.

With direct recruitment, Option A sources and screens candidates; you select, offer to and employ the successful person. Where it is suitable, a temporary-staffing arrangement can mean that Option A employs the worker, manages payroll and assigns them to your business under the agreed arrangement. The right model, employing entity and each party’s responsibilities are agreed in writing before recruitment starts.

Your recruitment agreement includes a one-month guarantee. If a selected candidate does not arrive, we will provide a replacement in line with the agreed terms. The agreement sets out the start date, notification process, covered circumstances, exclusions and the replacement process so expectations are clear from the outset.

For candidates already in Croatia, recruitment can take roughly five days to five weeks, depending on seniority and how difficult the skills are to find. It is often quicker for readily available roles, but this is an estimate rather than a guarantee.

For candidates who require a Croatian stay-and-work permit but not an entry visa, allow six to thirteen weeks; about eight weeks is a reasonable planning assumption, depending on the time of year.

For candidates who need both a stay-and-work permit and an entry visa, the steps are sequential: an entry visa cannot be applied for until the permit has been granted. Sourcing and selection can begin early, but the permit and visa stages cannot run in parallel. In total, three to four months is a typical planning range for overseas hires; longer can be needed if documentation, appointments or authority demand delay the process.

Yes. You can book an initial 15-minute discussion to talk through roles, sourcing routes, timing and the most suitable engagement model, or call Jana directly.