Services
Data-driven evidence for the hire, not a hunch. Cognitive and behavioural assessment for selection and leadership.
The assessment
Assessment sits on the selection file with the interview notes. It is evidence for the hire, not a substitute for it.
Instruments are chosen against the brief. Scores and interpretation go to the panel with the rest of the evidence.
Scope
Instruments are chosen against the brief. Not every role needs every test.
Reasoning, problem-solving and analytical thinking, using validated instruments appropriate to the role.
Behavioural traits, work style and the evidence a panel needs when cultural fit is more than a feeling.
Specific abilities the job actually uses: technical, mechanical, spatial or language, chosen against the brief.
Instruments used when the appointment is a leadership one: potential, style under pressure, and how the person is likely to run a team.
Method
Administration, scoring and reporting follow the sequence below. Timetable and fees are confirmed in the proposal.
01
The competencies the role requires are written down. Instruments are chosen against that list, not against a catalogue.
02
Validated assessments are administered in controlled conditions. Candidates are briefed. The file records who sat what, and when.
03
Results are scored against appropriate norms. Interpretation is written for the panel, not left as a raw printout.
04
A report with scores, ranking notes and a recommendation goes to the panel with the rest of the selection evidence.
Client work
Psychometric evidence sat on the file with the rest of the Central Bank of Kenya graduate selection work.
Client work
In 2024 the firm recruited 150 graduate trainees for the Central Bank of Kenya, across several departments. Intern recruitment followed in 2025.
Alongside
Other work that sits beside this assignment.
We fill the roles the institution cannot afford to fill wrong. Executive, board and specialist hires, screened to survive appointment scrutiny.
Your full HR function, run to audit standard, without the headcount. Payroll, compliance, records and advisory, owned end to end.
Programmes measured by what changes after them, not attendance. Built for workforce performance the board can see.
Client comments
Recruitment
“Working with Eagle HR has strengthened our workforce planning and recruitment processes. Their understanding of the public sector has delivered strong results.”
Contact
Tell us the role and what the assessment has to prove. We will say which instruments belong on that brief.
