Skip the high placement fees.

You pay a flat monthly fee and get a dedicated recruiter who continuously sources, screens and schedules candidates for your roles, instead of paying a one‑off percentage fee per hire. You choose a plan (Starter, Growth or Partner), which defines how many active roles we handle at once and the level of support you receive.

The subscription is built for remote‑first agencies and startups that hire digital talent from Africa multiple times per year. If you have recurring roles (developers, designers, marketers, support, ops) and do not want to build an in‑house talent team, this is a fit.

We focus on digital roles that are easy to run fully remote: software development, product, design, marketing, customer support and operations. For very niche or senior roles, we may adjust scope or suggest a separate custom project.

Primarily Nigeria, Kenya, Ghana and South Africa, with the ability to extend to other African markets for specific roles when needed. We prioritise locations with strong internet, remote‑work experience and good overlap with your time zones.

Each plan defines how many active roles we work on at any one time. Starter: up to 1 active role. Growth: up to 3 active roles. Partner: up to 5 active roles. You can pause or swap roles inside your plan as hiring needs change.

An active role is a specific position we are sourcing and screening for right now, such as "Senior React Developer" or "Customer Support Lead". When you fill or pause that role, we can move your active slot to another priority role within your plan.

For each active role, you get curated shortlists of 3–7 pre‑screened candidates per week, depending on the plan and role difficulty. Every candidate arrives with notes on experience, skills, salary expectations and availability so you can decide quickly.

No, the core product is a flat monthly subscription with no success fee on top for most roles. For very senior or rare roles, we may propose a hybrid structure (smaller monthly fee plus a reduced success fee) and agree that upfront.

You still get the value of an active pipeline: sourcing, screening, market insight and candidates you can revisit later. If you consistently do not move forward on candidates, we will review the role, requirements and salary bands together so the search becomes realistic.

Starter: month‑to‑month. Growth: 3‑month minimum. Partner: 6‑month minimum. This gives us enough runway to build a strong pipeline and learn your hiring preferences.

Yes. After your minimum term, you can pause or cancel at the end of any billing cycle with notice. When paused, we stop sourcing and screening but can restart quickly when you are ready to hire again.

If a candidate you hire through us leaves or is exited within the guarantee window, we restart the search and prioritise a replacement at no additional subscription cost during that period. Guarantee length depends on your plan (for example 30, 60 or 90 days).

For most roles, you will see your first shortlists within 3–7 business days after kickoff, once we have agreed the role, salary range and profile. Harder roles may take a bit longer, but you will see weekly progress updates and market feedback.

You get a dedicated recruiter and a preferred communication channel (for example Slack or email). We send weekly updates with pipeline numbers, candidate feedback and next actions, and on higher plans run regular check‑in calls.

We run everything in our own recruiting workspace and share clear shortlists, notes and next steps with you in a simple format your team can follow. On higher plans, we also help you install lightweight hiring workflows and scorecards so you can keep everything organised inside your existing tools without needing a full ATS.

Every candidate goes through three stages: 1. CV and portfolio review against your role scorecard. 2. Live video screen for communication, professionalism and remote‑work readiness. 3. Role‑specific technical or practical assessment where relevant. Only candidates who pass this process are shortlisted for you.

Yes. Beyond recruiting and selection, we can act as your Employer of Record for African talent, handling compliant contracts, payroll and statutory contributions where supported. You can use us end‑to‑end (recruitment + EOR) or plug our recruiting service into your own entities/EOR setup if you already have one.

Yes. Agencies can keep the client relationship while we run recruiting in the background. On Partner‑level plans we can work fully white‑label under your brand and share co‑branded materials if you prefer.

Clear role descriptions and salary bands. Timely feedback on candidates (good or bad). A simple, consistent interview process. When those three are in place, the subscription produces a steady flow of strong African digital talent for your team.