ALLIED ENGINEERS GRUP SRL
“Shaping future”
Through our internship program, students dive into real-world projects; For many of them, this marks the first step toward future employment.
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Through our internship program, students dive into real-world projects; For many of them, this marks the first step toward future employment.
It is a project about our ongoing commitment to excellence, performance, employees, and social responsibility.
The Augmented Consultant combines human expertise with intelligent technology to deliver measurable client impact. What makes this program unique is its philosophy: AI does not replace consultants—it empowers them. Freed from repetitive tasks, consultants can focus on strategic thinking, client engagement, and creative problem-solving. This synergy creates a new consulting model where human judgment and AI precision work hand in hand, delivering faster, more predictable, and higher-quality outcomes. It accelerates our colleagues’ growth, with future-ready skills, increased efficiency, and it positions them as innovative leaders in a rapidly evolving market. Further on, it fuses human consulting expertise and ethically used AI into a new model of consulting: more predictable, more precise, and ultimately more valuable project delivery.
Romania has obtained the position of Vice-President of the COPA COGECA Research and Innovation Working Group
The Alliance for Agriculture and Cooperation (AAC) was represented at the meeting of the COPA-COGECA Research and Innovation Working Group, held in Brussels, on 28.10.2025, in physical format by Radu MIHAILOV and Florentin BERCU – UNCSV.
During the meeting, a round table was held on the current situation of the new Horizon Europe program and the European Competitiveness Fund – together with Orsolya Frizon-Somogy – Deputy Head of Unit, DG AGRI F.2 – Research and Innovation. The reflection paper on the future of the Horizon Europe program was also discussed.
At the same time, elections were held for the positions of President and Vice-President of the COPA COGECA Research and Innovation Working Group, which take place every 2 years. There was one candidate for the position of President and 3 candidates for the position of Vice-President.
Romania, through the Alliance for Agriculture and Cooperation, designated Radu MIHAILOV, President of the BIO TOP ROMÂNIA Cooperative, as a candidate for the position of Vice-President of the COPA COGECA Research and Innovation Working Group.
Radu MIHAILOV obtained 75 votes, ranking 1st in the number of votes cast. At the same time, Daniel ROSSI obtained 65 votes and Ambra RAGGI 63 votes.
By electing Radu MIHAILOV as Vice-President of the COPA COGECA Research and Innovation Working Group, the Alliance for Agriculture and Cooperation (AAC) strengthens its position at the COPA-COGECA level, having both a vice-president to represent the agricultural cooperative organizations in Romania at COGECA and 3 vice-presidents at the COPA COGECA working groups: Direct Payments – Liliana PIRON LAPAR, Cereals, Oilseeds and Protein Crops – Alexandru ȚACHIANU PRO AGRO, including Research and Innovation – Radu MIHAILOV UNCSV.
Radu MIHAILOV said :
“I consider it a great honour and opportunity to participate as Romania’s representative in Copa and Cogeca – in electing the leadership of the research working group. The existence of a diverse working group brings added value to all members.
It brings new perspectives, practical experience and genuine European cohesion. Our shared mission is to transform knowledge into competitiveness, cooperation into collective strength and social responsibility into long-term sustainability.”
UNbreakable Romania is the most comprehensive cybersecurity program for high school and university students in the country. Launched in 2020 and hosted by the CyberEDU platform, the initiative has reached eight editions to date, continuously growing the community of young cybersecurity enthusiasts.
Through its activities, UNbreakable provides an overview of the national performance level in the cybersecurity field. Its mission is to offer young people passionate about cybersecurity a wide range of theoretical and practical resources that help them develop the skills needed to become strong professionals in the industry. In addition to an intensive learning environment, the initiative also provides a competitive framework that encourages collaboration and knowledge sharing.
As a result, UNbreakable plays an important role in reducing the cybersecurity workforce gap both locally and internationally.
At Bosch Romania, learning is so much more than a process or an attribute that scores high on the priority list of candidates: it’s a daily choice, a mindset, a key organizational value, a driving force which keeps us relevant in a continuously changing world. The project aims to cultivate a strong learning culture where employees take ownership of their own growth and development, supported by dedicated resources, tools and an environment that encourages curiosity and adaptability. Through an integrated approach combining lifelong learning, digital tools, over 250 internal certified trainers, leadership programs, peer learning communities, and a modern training center, Bosch Romania fosters both professional and personal evolution, ensuring organizational resilience in a rapidly changing world. Our programs address all employee levels, from students and technicians to specialists and leaders, with more than 40 personalized development programs and dozens of learning resources available.
Continental Tires Romania has developed a long-term, strategic approach to people development in response to the fast transformation of the automotive industry. To ensure the right technical and leadership capabilities for the future, the company launched a coordinated set of programs addressing key skill gaps: Intrapreneurship Training to strengthen innovation and ownership, an Internal School of Electricians to secure technical talent, a Dual University Program to connect academic learning with practical industry needs, and a Leadership & Financial Education Program for pupils to support early skill development in the local community.
These initiatives combine practical learning, cross-divisional collaboration, and mentorship from senior leaders, creating a strong and sustainable talent ecosystem. By building internal capabilities, preparing future specialists and leaders, and investing in education at multiple levels, Continental Tires Romania enhances retention, strengthens its talent pipeline, and reinforces its position as an attractive and forward-thinking employer in the region.
https://www.continental-tires.com/ro/ro/about-us/continental-anvelope-timisoara/
Minitechnicus is an educational platform dedicated to young people interested in technology and engineering. The organization offers interactive peer-to-peer courses and hands-on projects in fields such as robotics, automation, electrotechnics, and 3D printing, supporting STEM learning and practical skills development for children and teenagers in the Brașov area. Its activities encourage curiosity, creativity, and technical and entrepreneurial understanding through engaging workshops and collaborative learning experiences.
Importantly, the project integrates entrepreneurship by encouraging teamwork, creative problem solving, and an entrepreneurial mindset through project-based challenges. It prepares a new generation for future success in industry and business.
All training courses are free of charge and open to any child or teenager in the region who shows an interest in technology, making the initiative truly inclusive and accessible.
By mastering Minitechnicus, DWK Kronstadt highlights its commitment to educational excellence and inspire similar projects nationwide.
Every day we hear and read in the press about the lack of skilled labor, not to mention specialists. Let’s be honest! We can’t find them either, or we find them with great difficulty. The solution is simple. We teach them!
This project, led by ELSA Industry COO Katrin Mayrhofer, is a multi-faceted initiative to foster diversity and ignite future talent in the aerospace sector. It encompasses three core pillars:
1. Empowering Women: Co-founding the “European Rotorcraft Women” network to provide a platform and voice for women in the industry, in addition with the Podcast “Rotor Rendezvous”.
2. Inspiring Youth: Acting as a Patron & Jury Member for the “Rotorthon” student challenge, mentoring the next generation of engineers.
3. Driving Systemic Change: Authoring the book “Inclusive Sky,” a pioneering work that establishes Diversity, Equity, and Inclusion as a strategic imperative for the future of aviation.
This project demonstrates visionary leadership that extends beyond our company, enhancing the entire ecosystem and bringing recognition to innovation in Romanian aerospace in. Katrin is in close cooperation with the Deutscher Hubschrauber Verband and the European Rotors.
Founded in 2017, International Work Finder (IWF) is one of Romania’s leading workforce providers, specializing in the recruitment and management of non-EU personnel. Over the past 8 years, the company has brought more than 25,000 non-EU employees to Romania, responding to a market that now generates over 1,000 job requests per month.
With more than 3,000 employees under direct employment, IWF is today the largest employer of non-EU workers in Romania, supplying them to various industries under outsourcing and leasing contracts.
As a business built around people, IWF’s success depends on how well its employees — particularly those coming from Asia and Africa — integrate, stay, and thrive in their host communities.
Initial situation and/or challenge
While non-EU workers have become essential to Romania’s economy, their retention and integration remain major challenges nationwide.
The average retention rate of non-EU employees in Romania is low, mainly due to cultural shock, language barriers, and a lack of local support.
Integration costs (housing, transport, permits, training) spread across the legal minimum two-year stay can become inefficient if employees leave prematurely.
After Romania joined the Schengen Area, the country was increasingly perceived as a gateway to the EU, leading to a rise in cases where workers accepted contracts in Romania only to later migrate to Western Europe.
Recent episodes of xenophobia and misinformation in public discourse added further barriers to inclusion.
IWF realized that successful integration directly drives retention, efficiency, and satisfaction — not only among non-EU employees, but also among their Romanian colleagues.
Together with “1 Decembrie 1918” University of Alba Iulia (UAB), Kaufland Romania is pioneering the country’s first university-level dual program in logistics, launching in the 2025–2026 academic year. The program blends academic excellence with paid, hands-on training in our logistics network, offers a recognized bachelor’s degree, a 1,500 RON monthly scholarship, structured mentorship, and direct job placement upon graduation. It’s an independently developed model (no EU funding) designed to build a sustainable talent pipeline for Romania’s supply chains.
For more than three decades, NORMANDIA has evolved from a team specialized in the printing industry to a trusted provider of industrial assembly, transfer, and maintenance services, and more recently to a dynamic force in automation and robotics. Throughout this evolution, our employees have remained the driving engine of our progress—consistent, dedicated, and motivated to grow. Their commitment to continuous learning and specialization reflects the spirit of NORMANDIA: a company built on reliability, performance, and a constant desire to innovate.
PHINIA Iași has developed an innovative educational ecosystem that bridges industry and academia through internships, scholarships, lab modernization, and a dual education program. Since 2010, over 1,000 students have participated in hands-on practice programs and mentorship sessions. The initiative includes an annual educational fund exceeding €250,000 for upgrading technical school and university labs (10 labs), ensuring students gain relevant skills for the automotive sector and a smooth transition from school to employment.
The aim of the project is to turn vocational guidance into a hands-on learning and work experience, helping young people from Satu Mare County build confidence, autonomy, and a clear professional direction.
Through its ongoing involvement in the “1st Job – Career Express” program, Polipol Mobila has become a trusted educational partner, actively contributing to the formation of the next generation of professionals. Within the project, students follow an integrated path of personal and professional development, structured into three main stages:
• Self-awareness and career orientation
The counselling activities include vocational assessments using the VIA tool (developed by Great People Inside), helping students discover their strengths, personal values, and inner motivations. In individual or group sessions, the psychologist and HR specialist involved in the project provide personalized feedback and help students connect their personal resources with suitable professional domains.
• Practical development and orientation
Through a partnership with EduAct, the counselling activities are complemented by interactive workshops about a company’s organizational structure, team roles, transversal skills, and the transition from school to the labour market — delivered by colleagues from the HR, technology, and production departments.
Starting in 2025, EduAct’s “Compas Educațional” program has been integrated with 1st Job, creating a coherent link between self-discovery and the practical application of the skills identified.
• Real professional experience
At the end of the counselling process, young participants can apply for summer jobs offered by Polipol Mobila. Each year, the company opens up to 4 administrative positions (in departments such as Quality, Planning, IT, HR, Accounting, or Logistics) and occasionally 1–2 production roles for tasks that do not require complex training.
Students work in the company for one month, are guided by experienced colleagues, learn how theoretical knowledge applies to daily activities, and receive constructive feedback on their performance and attitude.
In parallel, Polipol Mobila encourages its employees to take part in educational initiatives such as #Acces2Edu and #Go2School, which aim to improve learning conditions in local schools. In this way, any colleague — not only those directly involved in counselling — can contribute to the same shared goal: promoting education and supporting youth development.
Dual education – a collaboration between our company and the dual education system. We chose to take part in this project because we want to train students in certain critical trades that are missing from the labor market, and this initiative was of great interest to us.
Schaeffler is deeply committed to fostering a family-oriented and inclusive culture that sustains organizational continuity and community resilience across generations. This commitment is embodied in the impactful “Schaeffler Kids” campaign, which authentically communicates the company’s core values while strengthening its connection with both employees and the wider local community.
Centering on a warm, humorous video featuring employees’ children—true representatives of Schaeffler’s family ethos as they were born during their parents’ tenure—the campaign resonates emotionally and highlights the company’s long-standing community roots. The initiative achieved substantial reach via social media, successfully engaging audiences and reinforcing Schaeffler’s reputation for resilience and adaptability.
This project is a compelling example of how authentic storytelling, employee involvement, and efficient use of resources can enhance employer branding and organizational culture in a challenging economic environment.
It is a well-structured and highly valued initiative that kicked off in October 2021, designed to ensure that new team members adapt quickly and effectively to their roles after the recruitment phase during the ramp-up process. Annually we hire about 400 employees through this program.Centering on a warm, humorous video featuring employees’ children—true representatives of Schaeffler’s family ethos as they were born during their parents’ tenure—the campaign resonates emotionally and highlights the company’s long-standing community roots. The initiative achieved substantial reach via social media, successfully engaging audiences and reinforcing Schaeffler’s reputation for resilience and adaptability.
This project is a compelling example of how authentic storytelling, employee involvement, and efficient use of resources can enhance employer branding and organizational culture in a challenging economic environment.
Challenge:
Siemens’ 120-year milestone in Romania risked becoming a backward-looking celebration, disconnected from organizational strategy and talent imperatives.
Strategic Response:
We reframed the anniversary as a platform to reinforce Siemens’ true competitive advantage: people and future-generation development—not nostalgia.
Innovation:
We transformed legacy archives into a proprietary VR application, developed internally by two engineers who simultaneously discovered Siemens’ strategic impact while building a museum-quality asset. This move exemplified our commitment to talent development and technical excellence.
Execution:
The VR application anchored six employer branding events, unified workforce narrative across new acquisitions (Oradea) and existing facilities (București, Brașov, Cluj-Napoca, Sibiu, Buziaș), and embedded company values into tangible CSR partnerships.
Symbolic Identity: A unified logo synthesizing innovation (VR), heritage (Athenaeum & Werner von Siemens), and brand consistency—positioning the company as both custodian of legacy and driver of future transformation.
Business Outcomes:
• Reach: 2,800+ specialists across sales, R&D, production, and regional operations
• Strategic Value: Proprietary technology asset creating sustainable differentiation in competitive talent markets
• Cultural Alignment: Unified internal narrative demonstrating €1.9M+ scholarship investment and academic partnerships bearing measurable organizational impact
Bottom Line: Transformed a milestone moment into a strategic talent and innovation asset, positioning Siemens as Romania’s critical node in Europe’s technology ecosystem.
SOF PRODUCTION STANIJA has always placed people at the heart of its growth. By opening factories in disadvantaged areas such as Brad, Stanija and Abrud, we created opportunities where they were most needed, offering stable jobs to communities across the Apuseni Mountains. At our peak, we employed nearly 500 people, with a constant average of 300 before the pandemic. To secure access to work, we organized dedicated transport routes and adapted flexible solutions, including personnel leasing, to meet urgent workforce needs. In this way, we strengthened our projects while preventing depopulation and supporting regional development
At TP Romania, diversity is more than a value – it’s our competitive edge – and our people are the driving force behind every success. Serving clients in over 30 languages and across multiple cultures, we’ve built a workplace where adaptability meets excellence. The JUMP Program transforms potential into performance, empowering young talent to grow into the leaders and specialists who shape our company’s future.
Launched as a bridge between emerging talent and organizational needs, JUMP offers a structured path for learning, mentoring, and advancement. Participants undergo a rigorous selection process followed by an intensive six-week journey that blends real business challenges with personal development. Through hands-on learning, coaching, and cross-functional exposure, they gain the analytical and interpersonal skills needed to lead with confidence.
More than a program, JUMP is a sustainable talent engine, strengthening engagement, visibility, and internal mobility, while continuously building a pipeline of future leaders ready to take the next leap forward.