Our approach moves recruitment beyond transactional placement – delivering results that work for the long term
When we founded RM Talent Solutions in 2012, we recognized that lasting success required a fundamentally different approach from the ‘race to place’ processes. One that places equal emphasis on both organizational needs and individual readiness.
Our approach is goverened by a set of guiding principles
Skills alone don’t predict success.
Technical capability doesn’t guarantee integration, performance, or staying power.
We assess who leaders are becoming, not just what they’ve done. We integrate coaching, mapping and behavioural insight to reduce risk and improve long-term performance.
A CV can’t reveal what really drives a person.
Aspirations, motivations, and context shape long-term performance more than job titles.
We uncover the insights that matter, evaluating aspirations and goals against the organisation’s culture, growth plans, and strategic needs.
Recruitment rarely integrates culture.
Fit is often assumed, rather than evaluated; culture is treated as intangible.
We align talent with strategy, culture and growth trajectory so every shortlist reflects what your organisation truly needs.
Talent pipelines lack depth and diversity.
Critical roles remain unfilled. Under-represented groups remain overlooked.
We unlock access to under-represented leadership networks across Africa helping organisations build pipelines with depth, resilience, and transformation in mind.
Many leaders join without a shared definition of success.
Expectations feel vague. Culture is unclear.
We articulate what success looks like and how it’s achieved.
Leadership onboarding is rushed or nonexistent.
The first months are the most vulnerable for both the candidate and the organisation.
With coaching embedded from the outset and support through the first 90–180 days, leaders land with clarity, confidence, and the momentum to make an immediate impact.
When hiring is transactional, leaders don’t stay
Roles get filled, boxes ticked, but alignment is often overlooked.
We treat every search as a leadership decision, not just a placement activity.