{"id":18483,"date":"2026-04-29T03:58:59","date_gmt":"2026-04-29T00:58:59","guid":{"rendered":"https:\/\/nestlersgroup.com\/why-romanian-companies-hire-non-eu-talent-key-drivers\/"},"modified":"2026-04-29T03:59:15","modified_gmt":"2026-04-29T00:59:15","slug":"why-romanian-companies-hire-non-eu-talent-key-drivers","status":"publish","type":"post","link":"https:\/\/nestlersgroup.com\/ro\/why-romanian-companies-hire-non-eu-talent-key-drivers\/","title":{"rendered":"Why Romanian companies hire non-EU talent: key drivers"},"content":{"rendered":"<\/p>\n<p>Major Romanian industries now depend on more than 140,000 non-EU workers to sustain basic operations, yet many HR managers still treat this as a temporary workaround rather than a structural feature of the labor market. <a href=\"https:\/\/moneybuzz.ro\/romania-increasingly-dependent-on-foreign-workers-what-lies-ahead-in-2026\/\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">Romania\u2019s persistent labor shortages<\/a> in construction, logistics, manufacturing, retail, and hospitality are driven by decades of emigration, an aging domestic workforce, and a generational shift away from manual occupations. This guide examines the root causes, the sourcing realities, the procedural requirements, and the retention challenges that define non-EU hiring in Romania today, equipping HR teams with the analytical framework needed to act effectively.<\/p>\n<h2 id=\"key-takeaways\">Key Takeaways<\/h2>\n<table>\n<thead>\n<tr>\n<th>Point<\/th>\n<th>Details<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Labor shortages drive non-EU hiring<\/td>\n<td>Persistent gaps in key Romanian sectors force employers to recruit globally.<\/td>\n<\/tr>\n<tr>\n<td>Higher costs and retention risks<\/td>\n<td>Hiring non-EU workers can cost more and requires investment in retention and accommodation.<\/td>\n<\/tr>\n<tr>\n<td>Complex but digitalized process<\/td>\n<td>Hiring steps require compliance, but digital tools like <a href=\"http:\/\/WorkinRomania.gov.ro\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">WorkinRomania.gov.ro<\/a> now streamline procedures.<\/td>\n<\/tr>\n<tr>\n<td>Strategic HR approach essential<\/td>\n<td>Success depends on seeing non-EU recruitment as part of a long-term talent strategy, not just a quick fix.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 id=\"why-romanian-companies-face-record-labor-shortages\">Why Romanian companies face record labor shortages<\/h2>\n<p>With the stage set, it is worth examining the structural forces that have made non-EU recruitment a mainstream strategy rather than an exception.<\/p>\n<p>Romania\u2019s labor market has been under sustained pressure for over a decade, and the causes are structural rather than cyclical. Emigration remains the dominant factor: an estimated three to four million Romanians currently live and work in other EU member states, primarily in Italy, Germany, Spain, and the United Kingdom. This outflow has disproportionately affected the working-age population in precisely the sectors that require manual, semi-skilled, and trade-specific labor.<\/p>\n<p>The demographic dimension compounds the problem. Romania has one of the oldest populations in the EU, with a fertility rate well below replacement level, meaning the domestic labor supply is contracting at both ends simultaneously. Younger Romanians who remain in the country are increasingly oriented toward white-collar, technology, and service-sector employment, which reduces the available pool for physically demanding roles.<\/p>\n<p>The consequence is a vacancy landscape that is both deep and sector-specific. <a href=\"https:\/\/bucharestdailynews.com\/romania-foreign-worker-quota-2026-labor-shortage\/\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">Top shortage occupations in 2026<\/a> include:<\/p>\n<ul>\n<li><strong>Couriers and delivery personnel:<\/strong> approximately 26,000 open vacancies<\/li>\n<li><strong>Goods handlers and warehouse operatives:<\/strong> approximately 21,000 vacancies<\/li>\n<li><strong>Construction workers (two distinct sub-categories):<\/strong> 20,000 and 17,000 vacancies respectively<\/li>\n<li><strong>Retail sales assistants:<\/strong> approximately 16,000 vacancies<\/li>\n<li><strong>Professional drivers (two categories):<\/strong> 12,000 and 11,000 vacancies<\/li>\n<li><strong>Cook assistants and kitchen support staff:<\/strong> approximately 12,000 vacancies<\/li>\n<\/ul>\n<p>These figures reflect demand that cannot be met through domestic recruitment alone, regardless of wage increases or improved working conditions. The structural gap is sufficiently large that companies engaged in <a href=\"https:\/\/nestlersgroup.com\/employer-of-record-services-romania\">recruiting non-EU employees<\/a> have moved from niche providers to mainstream workforce partners for Romanian employers.<\/p>\n<blockquote>\n<p>\u201cRomania\u2019s dependency on foreign workers is not a temporary phenomenon. It reflects deep structural changes in the domestic labor market that will persist through the remainder of this decade and likely beyond.\u201d<\/p>\n<\/blockquote>\n<p>The implication for HR managers is clear: non-EU hiring is not a short-term fix to be phased out when local conditions improve. It is a durable feature of the Romanian employment landscape that requires systematic management.<\/p>\n<h2 id=\"who-are-romanias-non-eu-hires-and-what-does-it-cost\">Who are Romania\u2019s non-EU hires and what does it cost?<\/h2>\n<p>Understanding Romania\u2019s labor gaps leads directly to who fills them and at what cost.<\/p>\n<p>The primary source countries for non-EU workers in Romania are Nepal, Sri Lanka, India, Turkey, and Bangladesh. These countries supply workers predominantly for construction, logistics, manufacturing, and food service roles. Vietnamese and Filipino nationals also represent a growing segment, particularly in hospitality and light manufacturing. The common thread across these source markets is a combination of available working-age population, established recruitment networks, and relatively lower wage expectations compared to EU labor markets.<\/p>\n<p>The cost profile of non-EU hiring is more complex than a simple wage comparison. <a href=\"https:\/\/www.romania-insider.com\/non-eu-workers-romania-july-2025\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">Total employment costs<\/a> for non-EU workers typically run up to 10% higher than equivalent local hires when all components are factored in, including:<\/p>\n<p><img decoding=\"async\" src=\"https:\/\/csuxjmfbwmkxiegfpljm.supabase.co\/storage\/v1\/object\/public\/blog-images\/organization-20330\/1777423691925_HR-manager-sorting-hiring-paperwork-at-desk.jpeg\" alt=\"HR manager sorting hiring paperwork at desk\" title=\"\"><\/p>\n<table>\n<thead>\n<tr>\n<th>Cost component<\/th>\n<th>Local hire<\/th>\n<th>Non-EU hire<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Base salary<\/td>\n<td>Market rate<\/td>\n<td>Market rate (same legal minimum)<\/td>\n<\/tr>\n<tr>\n<td>Recruitment fees<\/td>\n<td>Low to moderate<\/td>\n<td>Moderate to high (sourcing, screening, travel)<\/td>\n<\/tr>\n<tr>\n<td>Accommodation<\/td>\n<td>Not typically provided<\/td>\n<td>Often employer-provided<\/td>\n<\/tr>\n<tr>\n<td>Transport<\/td>\n<td>Minimal<\/td>\n<td>Significant (international relocation)<\/td>\n<\/tr>\n<tr>\n<td>Immigration and legal<\/td>\n<td>None<\/td>\n<td>Work authorization, visa, permit fees<\/td>\n<\/tr>\n<tr>\n<td>Integration support<\/td>\n<td>Minimal<\/td>\n<td>Language, cultural onboarding<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>The 10% premium is a meaningful but manageable cost, particularly in sectors where vacancy rates are so high that unfilled positions carry their own financial cost in lost productivity, delayed projects, and contract penalties.<\/p>\n<p>Retention benchmarks provide additional context. Non-EU workers now represent 1.2% of total employment in Romania, up from 0.6% in 2022, which reflects the rapid pace of this structural shift. In the first nine months of 2025, Romanian employers signed approximately 73,000 new contracts with non-EU nationals, compared to 99,000 for the full calendar year 2024. This trajectory suggests continued acceleration.<\/p>\n<p><img decoding=\"async\" src=\"https:\/\/csuxjmfbwmkxiegfpljm.supabase.co\/storage\/v1\/object\/public\/blog-images\/organization-20330\/1777424327447_Infographic-with-Romania-non-EU-workforce-statistics.jpeg\" alt=\"Infographic with Romania non-EU workforce statistics\" title=\"\"><\/p>\n<p>Pro Tip: When calculating the true cost of a non-EU hire, include the cost of the vacancy itself. A construction site running at 70% capacity due to unfilled roles typically loses more per week than the full annual premium associated with a non-EU worker. Understanding <a href=\"https:\/\/nestlersgroup.com\/payroll-regulations-romania\">payroll costs for foreign workers<\/a> in advance allows for more accurate project budgeting and avoids mid-project financial surprises.<\/p>\n<p>The retention dimension is equally important from a cost perspective. Workers who leave after six to twelve months effectively reset the recruitment and onboarding investment, which means that the total cost of a non-EU hire is heavily influenced by how long that worker remains with the employer. Companies that invest in stable housing, clear career progression, and integration support consistently report lower turnover rates than those that treat non-EU workers as interchangeable short-term labor.<\/p>\n<h2 id=\"navigating-the-non-eu-hiring-process-in-romania\">Navigating the non-EU hiring process in Romania<\/h2>\n<p>Once you have recognized the demand and chosen to hire non-EU workers, here is how the actual process unfolds.<\/p>\n<p>The Romanian legal framework for non-EU employment is procedurally structured and, as of 2026, increasingly digitalized. The core sequence is as follows:<\/p>\n<ol>\n<li><strong>Labor market test:<\/strong> The employer must demonstrate that the position cannot be filled by a Romanian citizen or an EU national already present in Romania. This involves advertising the vacancy through the National Agency for Employment (ANOFM) and documenting the absence of suitable local candidates.<\/li>\n<li><strong>Work authorization application:<\/strong> The employer submits an application to the General Inspectorate for Immigration (IGI). This step involves providing employment contract terms, proof of the labor market test, and company registration documents. The authorization process takes <a href=\"https:\/\/agerpres.ro\/english\/2026\/04\/08\/econmin-strict-rules-for-recruitment-agencies-foreign-workers-employment---aligned-with-real-needs--1545368\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">30 to 45 days<\/a> under standard conditions.<\/li>\n<li><strong>D\/AM visa issuance:<\/strong> Once work authorization is granted, the prospective employee applies for a long-stay visa for employment purposes (category D\/AM) at the Romanian consulate or embassy in their home country.<\/li>\n<li><strong>Residence permit:<\/strong> Upon arrival in Romania, the worker must apply for a residence permit, which formalizes their right to remain and work in the country for the duration of the employment contract.<\/li>\n<li><strong>Employer registration and ongoing compliance:<\/strong> The employer must register the employment relationship with the relevant labor authorities and maintain compliance with Romanian labor law throughout the contract period.<\/li>\n<\/ol>\n<p>The <a href=\"https:\/\/nestlersgroup.com\/guide-to-romanias-2026-law-changes-for-hiring-non\">2026 hiring compliance steps<\/a> have been meaningfully streamlined by the introduction of the <a href=\"http:\/\/WorkinRomania.gov.ro\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">WorkinRomania.gov.ro<\/a> digital platform, which centralizes employer registration, agency authorization, and application tracking. This platform reduces administrative duplication and provides a single interface for managing multiple non-EU hiring cases simultaneously.<\/p>\n<p>The platform also introduces stricter oversight of recruitment agencies operating in this space. Agencies must now be formally authorized through the platform before they can legally represent employers in the work authorization process. This change is designed to reduce fraudulent intermediaries and improve the quality of the recruitment pipeline.<\/p>\n<p>Pro Tip: Familiarize your HR team with the <a href=\"http:\/\/WorkinRomania.gov.ro\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">WorkinRomania.gov.ro<\/a> platform before initiating your first non-EU hire. The <a href=\"https:\/\/nestlersgroup.com\/eu-council-approves-new-single-work-and-stay-permit-for-non-eu-citizens\">new permit requirements<\/a> introduced in 2026 include documentation standards that differ from prior years, and errors at the authorization stage can add weeks to the overall timeline. Pre-registration of your company on the platform is a zero-cost step that pays dividends in processing speed.<\/p>\n<p>A comparison of the pre-2026 and current process highlights the practical improvements:<\/p>\n<table>\n<thead>\n<tr>\n<th>Process element<\/th>\n<th>Pre-2026<\/th>\n<th>2026 (current)<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Application submission<\/td>\n<td>Paper-based, multi-agency<\/td>\n<td>Digital, centralized platform<\/td>\n<\/tr>\n<tr>\n<td>Agency authorization<\/td>\n<td>Informal or sector-specific<\/td>\n<td>Mandatory platform registration<\/td>\n<\/tr>\n<tr>\n<td>Processing transparency<\/td>\n<td>Limited tracking<\/td>\n<td>Real-time status updates<\/td>\n<\/tr>\n<tr>\n<td>Employer registration<\/td>\n<td>Separate from immigration<\/td>\n<td>Integrated into single system<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>The <a href=\"https:\/\/nestlersgroup.com\/proposal-of-digitalisation-for-the-schengen-visa-procedures\">digitalization in hiring<\/a> trend evident in Romania\u2019s 2026 reforms aligns with broader EU-level efforts to standardize and accelerate labor mobility processes, which is relevant for companies managing multi-country workforce strategies.<\/p>\n<h2 id=\"challenges-and-opportunities-retention-quotas-and-compliance\">Challenges and opportunities: retention, quotas, and compliance<\/h2>\n<p>Completing the hiring process is only the start; real-world obstacles remain.<\/p>\n<p>The most significant post-hire challenge is retention. <a href=\"https:\/\/www.romania-insider.com\/romania-companies-foreign-workers-struggle-feb-2026\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">Many non-EU workers leave Romania<\/a> for other EU member states within one to two years of arrival, attracted by higher wages and better living conditions in Germany, the Netherlands, Austria, and other Western European labor markets. This pattern is structurally embedded: a Romanian work permit does not confer EU-wide mobility rights, but once a worker has established residency and employment history in Romania, the pathway to other EU member states becomes more accessible over time.<\/p>\n<p>The quota framework adds a regulatory dimension to this challenge. Non-EU employment in Romania is governed by an annual quota system, with allocations set as a percentage of total employment. The current quota is calibrated at approximately 1.2% of total employment, with priority given to high-demand sectors. This means that companies in lower-priority industries may face allocation constraints even when genuine vacancies exist.<\/p>\n<p>Key compliance considerations for HR teams include:<\/p>\n<ul>\n<li><strong>Quota allocation:<\/strong> Confirm your sector\u2019s priority status before initiating large-scale non-EU recruitment campaigns, as quota exhaustion mid-year can stall planned hires.<\/li>\n<li><strong>Job loss provisions:<\/strong> Under <a href=\"https:\/\/www.oecd.org\/en\/publications\/oecd-reviews-of-labour-market-and-social-policies-romania-2025_f0532908-en\/full-report\/increasing-return-and-improving-management-of-labour-migration_3d6201e2.html\" rel=\"nofollow noopener noreferrer\" target=\"_blank\">OECD-reviewed Romanian regulations<\/a>, a non-EU worker who loses their job has approximately 60 days to secure a new sponsoring employer before their residence status is affected. HR teams should be aware of this timeline when managing terminations or restructuring.<\/li>\n<li><strong>No intra-EU mobility:<\/strong> A Romanian work and residence permit does not allow the holder to work legally in other EU member states. This is a frequent source of misunderstanding among both employers and workers.<\/li>\n<li><strong>Contract specificity:<\/strong> Work authorizations in Romania are typically tied to a specific employer and role. Changing employers requires a new authorization process, which creates administrative friction for both parties.<\/li>\n<\/ul>\n<blockquote>\n<p>\u201cRetention is not simply a human resources challenge; it is a compliance and investment-protection issue. Every worker who leaves before contract completion represents a partial loss of the recruitment, immigration, and onboarding investment made by the employer.\u201d<\/p>\n<\/blockquote>\n<p>Pro Tip: Review the <a href=\"https:\/\/nestlersgroup.com\/latest-immigration-law-updates-in-romania-for-non-eu-citizens\">latest immigration rules<\/a> and consider building a structured retention program before your first cohort of non-EU workers arrives. Housing support, regular salary reviews benchmarked against Western EU rates, and clear communication about career development have all been shown to reduce early attrition. Additionally, understanding <a href=\"https:\/\/nestlersgroup.com\/calculate-salary-for-mobility-within-the-eu\">salary calculations for mobility<\/a> within the EU helps HR teams set compensation at levels that are competitive not just domestically but relative to the alternatives available to internationally mobile workers.<\/p>\n<h2 id=\"our-perspective-what-most-companies-miss-about-non-eu-hiring\">Our perspective: what most companies miss about non-EU hiring<\/h2>\n<p>The operational realities described above point toward a deeper strategic question that many Romanian employers have not yet fully engaged with.<\/p>\n<p>The predominant approach to non-EU hiring in Romania treats it as a vacancy-filling exercise: identify the open role, navigate the authorization process, and place the worker. This transactional framing is understandable given the urgency of labor shortages, but it systematically underestimates both the risks and the opportunities involved.<\/p>\n<p>The most significant missed opportunity is workforce development. Non-EU workers who receive structured onboarding, language support, and skills training are demonstrably more likely to remain with their employer and to progress into higher-value roles over time. Companies that invest in this dimension are not simply filling vacancies; they are building a stable, experienced workforce that reduces long-term recruitment dependency.<\/p>\n<p>The most significant underestimated risk is reputational and legal. Non-EU workers are a vulnerable population in the labor market, and regulatory scrutiny of their employment conditions is increasing at both the national and EU level. Companies that rely on informal intermediaries, provide substandard accommodation, or fail to meet wage and working-time obligations face growing exposure to labor inspections, administrative penalties, and reputational damage.<\/p>\n<p>The strategic framing that consistently produces better outcomes is one that treats non-EU hiring as a workforce investment rather than a cost-minimization exercise. This means engaging employer of record solutions and full-service mobility partners who can manage the entire lifecycle of the employment relationship, from sourcing and immigration through payroll, integration, and retention. Companies that adopt this approach report lower turnover, higher productivity, and significantly reduced compliance risk compared to those managing the process piecemeal through multiple uncoordinated vendors.<\/p>\n<p>The data on workforce share growth, from 0.6% to 1.2% of total employment in three years, indicates that non-EU hiring is not a transitional phenomenon. It is a permanent feature of the Romanian labor market that rewards systematic, well-governed approaches and penalizes reactive, compliance-light ones.<\/p>\n<h2 id=\"how-nestlers-group-can-help-your-hr-team-succeed\">How Nestlers Group can help your HR team succeed<\/h2>\n<p>Nestlers Group provides end-to-end support for Romanian companies navigating non-EU recruitment, from candidate sourcing in Asia through work authorization, payroll compliance, and integration services. With over a decade of operational experience in Romanian immigration and labor law, Nestlers manages the entire employment lifecycle so that HR teams can focus on business outcomes rather than administrative complexity. Whether your organization needs a structured <a href=\"https:\/\/nestlersgroup.com\/non-eu-recruitment\">non-EU recruitment solution<\/a> for a first-time hire or a scalable framework for ongoing workforce supply, Nestlers delivers the legal, logistical, and compliance infrastructure required. For companies that need to hire without establishing a local entity, <a href=\"https:\/\/nestlersgroup.com\/employer-of-record-eor-in-romania-hire-employees-without-a-local-entity-2026-guide\">Employer of Record services<\/a> provide a fully compliant employment structure from day one.<\/p>\n<h2 id=\"frequently-asked-questions\">Frequently asked questions<\/h2>\n<h3 id=\"what-are-the-main-reasons-romanian-companies-are-hiring-more-non-eu-workers\">What are the main reasons Romanian companies are hiring more non-EU workers?<\/h3>\n<p>Persistent structural labor shortages caused by Romanian emigration, an aging workforce, and declining interest in manual jobs are the primary drivers, with construction, logistics, and hospitality among the most affected sectors.<\/p>\n<h3 id=\"which-countries-are-most-non-eu-workers-in-romania-coming-from\">Which countries are most non-EU workers in Romania coming from?<\/h3>\n<p>The majority of non-EU hires originate from Nepal, Sri Lanka, India, Turkey, and Bangladesh, with Vietnamese and Filipino nationals representing a growing secondary segment.<\/p>\n<h3 id=\"how-long-does-the-non-eu-hiring-process-take-in-romania\">How long does the non-EU hiring process take in Romania?<\/h3>\n<p>The work authorization issued by IGI typically requires 30 to 45 days after the employer demonstrates that no local or EU candidate is available, after which the visa and residence permit steps follow sequentially.<\/p>\n<h3 id=\"what-are-the-top-jobs-filled-by-non-eu-workers-in-romania\">What are the top jobs filled by non-EU workers in Romania?<\/h3>\n<p>In 2026, top shortage roles include couriers, goods handlers, construction workers, retail sales assistants, professional drivers, and cook assistants, collectively representing tens of thousands of unfilled vacancies.<\/p>\n<h3 id=\"what-challenges-do-romanian-companies-face-after-hiring-non-eu-workers\">What challenges do Romanian companies face after hiring non-EU workers?<\/h3>\n<p>Retention is the primary post-hire challenge, as many workers migrate to Western EU member states for higher wages, requiring employers to invest proactively in housing, competitive compensation, and integration support to reduce early attrition.<\/p>\n<h2 id=\"recommended\">Recommended<\/h2>\n<ul>\n<li><a href=\"https:\/\/nestlersgroup.com\/employer-of-record-services-romania\">Hire in Romania Without a Legal Entity &#8211; Nestlers Group<\/a><\/li>\n<li><a href=\"https:\/\/nestlersgroup.com\/hiring-asian-talent-in-romania-what-employers-need-to-know-visa-labour-law-housing\">Hiring Asian Talent in Romania: What Employers Need to Know (Visa, Labour Law, Housing) &#8211; Nestlers Group<\/a><\/li>\n<li><a href=\"https:\/\/nestlersgroup.com\/eu-talent-pool-new-eu-initiative-to-bridge-critical-labor-gaps\">EU Talent Pool: New EU Initiative to Bridge Critical Labor Gaps &#8211; Nestlers Group<\/a><\/li>\n<li><a href=\"https:\/\/nestlersgroup.com\/avoid-costly-errors-top-5-non-eu-hiring-mistakes-in-romania\">Avoid costly errors: top 5 non-EU hiring mistakes in Romania<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Discover why more Romanian companies are hiring from non-EU countries. Explore the key drivers behind this trend and its impact on HR strategies.<\/p>\n","protected":false},"author":1,"featured_media":18487,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-18483","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/posts\/18483","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/comments?post=18483"}],"version-history":[{"count":1,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/posts\/18483\/revisions"}],"predecessor-version":[{"id":18484,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/posts\/18483\/revisions\/18484"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/media\/18487"}],"wp:attachment":[{"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/media?parent=18483"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/categories?post=18483"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nestlersgroup.com\/ro\/wp-json\/wp\/v2\/tags?post=18483"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}