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Book My Market Entry Call
We build teams for the organisations Kenya scrutinises hardest: embassies, INGOs, multinationals and investors. Structured, performance-led recruitment. Background checks we stake our name on.
Four kinds of organisations, one thing in common: the cost of a wrong hire is measured in headlines, donor confidence or market position. That is why they call us.
Local staffing held to diplomatic standards of discretion and vetting.
Programme teams and surge hiring for East Africa hubs and field operations.
Country launches, from the first country manager to the full org chart.
Portfolio companies and founder-led ventures that need the right people, fast.
Every year, organisations arrive with capital, ambition, and a hiring plan written for another market. These are the three places it breaks.
Polished paper is cheap. In a market where credentials are easy to claim and hard to verify, one unvetted senior hire can cost you the year, or the licence to operate.
Payroll, PAYE, NSSF, SHIF, contracts, terminations: Kenyan employment law does not wait for your registration paperwork. Neither should your hiring.
Programmes stall, launches slip, donors ask questions. Whether you need one country director or two hundred field officers, the clock is the same.
Answer honestly. We will tell you where you stand, and which of our services fits your situation.
Every mandate runs on the same five rails: scorecard, sourcing, verification, shortlist, aftercare. The lane changes; the standard never does.
From role scorecard to signed contract. We define, source, assess, verify and close. You interview a shortlist, not a pile of CVs.
Cohort hiring for programme rollouts, field operations, retail and service launches. Volume without lowering the bar. Every single hire still verified.
Confidential search for country directors, general managers and C-suite. Mapped, approached and assessed quietly. Your competitors don't get a memo.
Hire in Kenya this month, no local entity needed. We employ on your behalf: contracts, payroll, tax and statutory compliance, done properly.
Every week a critical role stays open, revenue slips and your team absorbs the strain. Move the sliders to estimate the true cost of a vacancy, and how fast we close it.
Our average time-to-shortlist is 7 working days, with vetted, interview-ready candidates. The longer you wait, the more it costs.
Close the gapWe map the role, the team and the culture, not just the job description.
Our network of 5,000+ vetted professionals plus targeted headhunting.
Skills assessments, background checks and structured interviews.
Shortlist in 7 days. Offer management and negotiation handled for you.
Onboarding follow-through, probation check-ins and replacement guarantee.
Tell us who you need. We return a vetted shortlist, keep your talent pipeline warm, and can even employ them on your behalf.
Request talentBrowse live openings, get interview coaching from NITA-certified trainers, and let us champion your application.
View open rolesSharp, opinionated reads for the people who build companies: HR directors, CEOs, founders, hiring managers and TA teams. No fluff, no generic HR advice.
Our career development service CVITUP is built by recruiters, for jobseekers: career portfolios, interview prep and LinkedIn optimization that position you for opportunities locally and globally.
Master CV + tailored CV, cover letter, LinkedIn upgrade and 45-min interview prep for leadership-track roles.
Pivot-focused CV and cover letter, LinkedIn repositioning and transferable-skills mapping for a clean career change.
International-format CV, country-specific motivation letters, global LinkedIn optimization and cultural readiness.
A 45-minute recruiter-led mock interview with direct feedback, tough-question drills and salary-talk guidance.
Gap didn't just fill a role. They understood our culture and found someone who raised the bar for the whole team.
Payroll used to take our finance team three days a month. Now it takes zero, and it's never wrong.
We scaled from 12 to 60 staff under Gap's employer of record in one quarter. Every contract, every payslip, every query handled.
Our last three senior hires came from Gap's shortlist. Every one of them is still here, and still performing.
They told us not to hire. The brief was wrong, and they were right. That honesty saved us six months.
Anonymised, because discretion is the job. Every engagement below ran on the same rails we would run yours on.
Discretion, verification and zero tolerance for surprises. The mission got a complete staffing structure without a single uncomfortable headline.
Field and programme staff hired across multiple counties against a donor deadline. Every candidate assessed, every credential checked at source.
Hired through our Employer of Record while registration ran in the background. Payroll, contracts and compliance handled from day one.
No. Under our Employer of Record we become the legal employer of your Kenya-based team: contracts, payroll, PAYE, NSSF, SHIF and statutory compliance handled from day one, while your registration runs in the background. When your entity is ready, we hand the team over cleanly.
Seven working days from a signed role scorecard for most roles. Confidential executive searches run two to four weeks, because the right people are approached quietly, not advertised to.
Identity and right to work, academic and professional credentials checked at source, employment history with structured reference interviews, criminal and registry checks conducted lawfully, and integrity and conflict-of-interest screening. The truth arrives before the contract does.
Yes. Cohort hiring is a dedicated service: bulk sourcing across counties, assessment days with structured scoring, and verification at scale. Volume without lowering the bar. Every single hire still checked.
Permanent and executive hires: a one-off fee tied to the role, quoted before we start. Employer of Record: a flat monthly fee per employee. High-volume intakes: per-cohort pricing. No hidden line items, ever.
Tell us what you're building. We'll tell you honestly whether we're the right partner, and what it takes to get your team right.