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Search Salaries > Advisor > Cluj-Napoca
Job Description
How much does a Advisor in Cluj-Napoca ?

The base salary for a Advisor in Cluj-Napoca is 80,300
Also known as:

80,300

Median Base Salary (Percentile 50)
40 observations
(Updated: 30 Jan 2025)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Advisor earns register to see pay in Cluj-Napoca, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

40%

Female

60%

Benefits

There are statutory benefits associated with a Advisor in Cluj-Napoca according to ...

Most Common Benefits

Competitive advantages associated with a Advisor in Cluj-Napoca
Health Insurance | 2480€ annually
Health insurance in Romania is a significant competitive advantage for companies, providing employees with coverage for medical expenses, hospital visits, and preventive care. This benefit ensures that employees have access to necessary healthcare services, reducing financial stress and promoting well-being. Companies offering comprehensive health insurance plans can attract and retain top talent by showing a commitment to employee health.
Professional Development | 4959€ annually
Professional development opportunities in Romania are highly valued by employees seeking to enhance their skills and advance their careers. Companies offering training programs, workshops, and courses demonstrate a commitment to employee growth and development. This benefit not only helps in retaining talent but also ensures that the workforce remains competitive and up-to-date with industry trends, contributing to overall company success.
Parental Leave | 4959€ per leave
Parental leave policies provide employees with time off to care for a new child, supporting work-life balance and family needs. In Romania, enhanced parental leave benefits can differentiate employers, attract talent, and promote gender equality in the workplace by recognizing and supporting the needs of both parents.
Cutting Edge Technology | 9919€ annually
Access to cutting edge technology is a significant advantage for companies in Romania. By providing employees with the latest tools and software, companies can enhance productivity, innovation, and job satisfaction. This benefit attracts tech-savvy professionals eager to work with the newest technologies, ultimately contributing to the company’s growth and competitive position in the market.

Side Benefits to attract & retain talent

Additional perks for a Advisor in Cluj-Napoca
Great Team
Flexible Working Hours
Work-Life Balance
Work From Home
Disability Leave

Statutory Benefits

Mandatory benefits in Cluj-Napoca
Romania observes several public holidays throughout the year, during which employees are entitled to paid time off. These holidays are recognized by law and provide employees with opportunities to rest, celebrate, and spend time with family and friends. Employers must comply with these regulations.
The minimum wage in Romania is a legally mandated amount that employers must pay their employees. It is designed to ensure a basic standard of living for all workers. The rate is periodically adjusted by the government to reflect changes in living costs and economic conditions. Employers are required to comply with this regulation to avoid legal penalties.
Fathers in Romania are entitled to paternity leave to support their families after the birth of a child. This leave typically lasts for 5 days, with the possibility of extension if the father participates in a childcare course. The leave is paid to ensure fathers can be present during this important time.
Employers in Romania are required to make social security contributions on behalf of their employees. These contributions fund various social benefits, including pensions, healthcare, and unemployment insurance. The rate of contribution is determined by law and is a percentage of the employee’s gross salary.
In Romania, employers are obligated to contribute to the national health insurance system. This ensures that employees have access to medical services. The contributions are calculated as a percentage of the employee’s gross salary and are used to fund public healthcare services.
Romanian labor law mandates that employees are entitled to a minimum of 20 days of paid annual leave each year. This benefit allows employees to rest and recharge, contributing to their overall well-being and productivity. Employers must ensure that employees take this leave and are compensated accordingly.
Sick leave in Romania provides employees with time off from work due to illness or injury. During this period, employees receive financial support, typically a percentage of their salary, to ensure they can focus on recovery without financial strain. The duration and compensation are regulated by law.
Employers must contribute to the unemployment insurance fund, which provides financial support to employees who lose their jobs. The contribution rate is set by the government and is a percentage of the employee’s gross salary. This system helps to ensure financial stability for workers during periods of unemployment.
Maternity leave in Romania provides new mothers with time off work to care for their newborns. The leave is typically 126 days, with a portion of the salary covered by social security. This benefit supports the health and well-being of both mother and child, allowing time for recovery and bonding.
In Romania, it is customary for employers to provide a 13th-month salary as a bonus to employees. This additional payment is typically made at the end of the year and serves as an incentive and financial boost for employees. While not legally required, it is a common practice among many employers.
Taxes & Payrolls

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