Stage: Staff
Recruitment & Staff Seconding
The right people, placed and kept
The problem
Why this work exists
A bad hire at management level costs a multiple of the salary once you count lost momentum, the damage to the team and the cost of doing it again. Most of that risk is created during hiring: a role defined loosely, a process run on instinct, references taken as a formality. And the first ninety days, where retention is actually decided, are usually left to chance entirely.
End-to-end talent: recruitment, managerial and operational staffing, structured onboarding, development and seconded professionals who work under your direction.
How we work
The method
Durations are typical rather than promised. They depend on the state of your records and how quickly decisions can be made internally.
- 013-5 days
Role definition
We work with the hiring manager to define the outcomes the role must deliver in its first year, the competencies those require, and the compensation band the market will actually clear at.
- 022-4 weeks
Sourcing
Targeted search across our candidate network, professional bodies and direct approach. We do not rely on advertising alone, because the strongest candidates for senior roles are rarely applying.
- 032-3 weeks
Structured assessment
Competency-based interviewing against the defined outcomes, technical and psychometric testing where the role warrants it, and full verification of qualifications, employment history, references and statutory checks.
- 0490 days
Offer and onboarding
We manage offer negotiation and resignation risk, then run a structured 90-day onboarding plan with defined milestones. Nothing else does more to keep a good hire.
- 0590 days
Post-placement review
Formal check-ins at 30, 60 and 90 days with both the hire and the manager, so a placement that is drifting is corrected while it still can be.
What this covers
Capabilities
Recruitment of staff
Full-cycle recruitment from role definition through to onboarding, across permanent, contract and executive appointments.
Managerial and operational staffing
Senior and executive search, and volume operational recruitment for businesses scaling capacity quickly.
Staff seconding
Qualified professionals placed into your business under your direction, on our payroll, across finance, audit, compliance and operations. Useful for interim cover, specialist capability you cannot yet justify hiring, or surge capacity.
Staff onboarding
Structured 90-day onboarding programmes with defined milestones, manager guidance and formal review points.
Staff development
Competency frameworks, performance management systems, succession planning and targeted development for high-potential employees.
Deliverables
What you actually receive
- Role specification with first-year outcomes and market-tested salary band
- Shortlist with structured assessment evidence against each competency
- Completed verification: qualifications, employment history, references, statutory checks
- Negotiated offer and signed acceptance
- 90-day onboarding plan with milestones and manager guidance
- 30/60/90-day post-placement review reports
Outcomes
What changes in the business
- 01Lower cost-per-hire, because the wrong candidates are screened out before the hiring manager spends time on them
- 02Higher retention through the first year, where most placement failures occur
- 03Access to specialist capability through seconding without adding permanent headcount
Sector context
Where this pillar does the most work
Questions
Before you get in touch
What is the difference between seconding and recruitment?
Do you offer a replacement guarantee?
Can you recruit for roles outside Nigeria?
What usually comes next
Related pillars
- Scale
Training & Capacity Building
Practical training in financial management, tax, controls, audit and systems, delivered on your own data so it transfers to the job.
- Build
Business Development
Strategy that ends in an operating plan, not a slide deck: business design, expansion, profitability and the brand that carries it to market.
Talk to someone who does this work
A first conversation is diagnostic, not a sales call. We will tell you what we think the problem is, and whether we are the right people for it.