Client work
Central Bank of Kenya
In 2024 the firm recruited 150 graduate trainees for the Central Bank of Kenya, across several departments. Intern recruitment followed in 2025.
- 150
- Graduate trainees
- 2024
- Campaign year
- 2025
- Intern intake
Services
Fill the rolesinstitutions cannot get wrong.
We fill the roles the institution cannot afford to fill wrong. Executive, board and specialist hires, screened to survive appointment scrutiny.
The work
Screened to surviveappointment scrutiny.
The senior client record lists 50+ recruitment assignments, 16 outsourcing clients and 12 advisory mandates. Named organisations include KEBS, CMA, Kenya Re, KDC and the Central Bank of Kenya. Other clients are on file.
Executive, board and specialist hires are screened to the same standard. The person on the proposal remains responsible until the appointment is made.
Scope
The search we take on
Each search is a written assignment. The form of engagement is recommended after the brief, not before it.
- 01
Executive and board search
C-suite, board and senior leadership appointments. The search is scoped in writing and stays with the person on the proposal.
- C-suite placements
- Board appointments
- Succession planning
- 02
Professional and specialist hiring
Mid to senior roles where the technical bar and the cultural fit both have to survive scrutiny. Industry knowledge is part of the brief, not an add-on.
- Management roles
- Specialist positions
- Referencing
- 03
Volume and graduate recruitment
High-volume hiring for entry and mid-level posts, including graduate and intern intakes. The same shortlisting standard applies at scale.
- Graduate programmes
- Intern intakes
- Project hiring
- 04
Assessment on the shortlist
Psychometric and behavioural assessment for the candidates who reach the panel. Evidence sits on the file with the interview notes.
- Cognitive testing
- Work-style profiling
- Panel reporting
- Years in Kenya
- 9+
- Recruitment assignments
- 50+
- People on outsourced contracts
- 2,300+
Method
How a search is run
The sequence below is the ordinary course of a search. Timetable and fees are confirmed in the proposal.
01
Job description and brief
The role, required evidence and organisational constraints are written down. Work does not start until that brief is agreed.
02
Sourcing
Advertising and direct search run in parallel across the channels that actually reach the pool for that role.
03
Application management
Every application is logged. Shortlisting is documented so regional balance, gender and equal opportunity can be shown, not asserted.
04
Interviews
Face-to-face interviews test whether the candidate can do the work described in the brief. Written assessments follow where the role requires them.
05
Background and integrity checks
Past employers are called. Integrity checks through EACC, HELB, DCI and CRB sit on the file before an offer is recommended.
06
Psychometric assessment
Candidates who reach this stage sit a validated instrument. Scores and interpretation go to the panel with the rest of the evidence.
07
Panel review
A written report with scores, ranking and a recommendation is issued. The client makes the appointment.
08
Offer and onboarding
The offer is managed and onboarding is supported to the point the proposal provides. Residual support is not assumed.
Client work
A graduate search for a regulator.
Graduate trainees were placed across several Bank departments. Senior posts have also been filled. Those roles are not named here.
- The brief is written first
- Scope, deliverables and who owns the appointment are agreed before sourcing begins.
- Evidence sits on the file
- Shortlists, interviews, checks and assessments are retained in a form management can inspect.
- One consultant stays on it
- The name in the proposal is the name responsible at close-out. Status does not slip between desks.
Alongside
Related work
Other work that sits beside this assignment.
- 01
HR outsourcing
Your full HR function, run to audit standard, without the headcount. Payroll, compliance, records and advisory, owned end to end.
- 02
Training and development
Programmes measured by what changes after them, not attendance. Built for workforce performance the board can see.
- 03
HR compliance and legal
The advisory that keeps you out of the tribunal. Statutory compliance, risk and labour-law exposure, before it becomes a case.
Client comments
In their words
Recruitment
“Working with Eagle HR has strengthened our workforce planning and recruitment processes. Their understanding of the public sector has delivered strong results.”
Contact
The hire you cannot fill wrong.
Tell us the role, the deadline and who has to live with the appointment. We reply within one working day.