Our sourcing strategy for Trade Executives is built on a multi-channel approach that maximizes reach while maintaining quality. Beyond traditional recruitment methods, we leverage digital platform optimization with advanced algorithms, targeted campaigns, and AI-powered tools across LinkedIn, Indeed, Jobberman, and HotNigerianJobs. These tools enable sophisticated candidate matching, automated screening, and identification of passive candidates who fit the role requirements but may not be actively job-hunting.

We also invest in strategic partnerships and networks to broaden access to talent. Collaborations with over fifteen Nigerian universities allow us to tap into final-year students and recent graduates with strong commercial aptitude, while referral programs with employees in FMCG, distribution, and pharmaceutical industries bring in candidates validated by trusted peers. Additionally, we connect with professional associations such as the Nigerian Institute of Marketing and Sales and Marketing Executives International Nigeria to source high-quality candidates.

To further strengthen our pipeline, we employ direct headhunting and regional recruitment drives. Our team maps competitors like Nestle, Unilever, P&G, Guinness Nigeria, Nigerian Breweries, and Dangote Group to identify top performers and attract them through targeted engagement. Regional recruitment efforts in Lagos, Kano, Port Harcourt, Abuja, Ibadan, and Enugu ensure cultural fit and local market understanding, with support from specialists who understand business practices and language preferences in each region. This combined approach ensures we consistently secure top-tier Trade Executive talent nationwide.

Our screening process is designed to ensure efficiency while thoroughly evaluating candidates, using a three-tier system that balances speed with depth. The first tier, completed within 24 to 48 hours, focuses on foundational qualification screening. Advanced CV parsing technology extracts key information such as education, work experience, location, and language skills, while flagging potential red flags like frequent job changes or insufficient experience. Candidates’ proficiency in English and major local languages—Hausa, Yoruba, and Igbo—is also assessed to ensure regional market suitability.

The second tier involves 15-minute video pre-screening interviews conducted within 48 to 72 hours of first-tier approval. These interviews assess communication skills, sales aptitude, and preliminary cultural fit using structured scenario-based questions. This stage also verifies candidate availability, mobility, and compensation expectations, ensuring alignment with TradeDepot’s requirements and identifying those best suited for trade sales roles.

The third tier is the most comprehensive assessment phase, taking three to five days and involving in-person or high-quality virtual evaluations. Candidates undergo structured behavioral interviews, sales simulations, and market knowledge assessments focused on the Nigerian FMCG landscape, distribution channels, and consumer behavior. For Van Sales positions, additional evaluations include driving skills and physical stamina. This multi-tiered approach ensures that only the most qualified, capable, and market-ready candidates advance to final selection.

Quality assurance extends beyond technical skill verification to encompass cultural alignment, long-term potential, and retention probability. Our assessment framework evaluates candidates against TradeDepot’s specific cultural values and operational requirements, ensuring that hired executives will thrive within your organizational environment.

Cultural fit evaluation begins with detailed analysis of TradeDepot’s organizational culture, management style, performance expectations, and growth trajectory. We conduct structured interviews designed to reveal candidate values, work preferences, leadership potential, and adaptability to dynamic business environments. Our psychometric assessments include personality profiling tools specifically validated for sales roles, measuring traits such as resilience, persuasiveness, relationship-building capability, and goal orientation. Retention-focused evaluation recognizes that hiring costs extend far beyond recruitment fees to include training investments, productivity ramp-up periods, and the disruption caused by early turnover. Our assessment includes career motivation analysis, geographic stability indicators, compensation expectation alignment, and long-term career goal compatibility with TradeDepot’s growth opportunities. We evaluate factors such as family situation, financial obligations, career stage, and personal ambitions to predict likelihood of long-term commitment.

Reference checking processes have been streamlined for rapid turnaround while maintaining thoroughness. We conduct structured reference interviews with former supervisors, colleagues, and subordinates to validate performance claims, leadership capabilities, and professional reputation. Our reference check protocols include specific questions about sales performance, customer relationship management, team collaboration, and ethical conduct.

Nigeria’s geographic and cultural diversity requires a nuanced approach to nationwide candidate sourcing and assessment. Our regional strategy ensures consistent quality and efficient coordination while accounting for differences in business culture, educational infrastructure, and economic development across the country. This tailored methodology allows us to access the right talent for each region while maintaining rigorous assessment standards.

In the Southwest, particularly Lagos, our strategy targets Nigeria’s commercial hub with a high concentration of FMCG and sales professionals. We leverage partnerships with institutions such as the University of Lagos and Lagos Business School, collaborate with professional associations, and recruit directly from multinational corporations. This region’s high opportunity density and competitive market drives our goal of filling 150+ positions efficiently.

The North Central and Northwest regions, including Abuja and Kano, focus on accessing disciplined and goal-oriented talent while navigating regulatory and cultural considerations. In Abuja, we engage universities like the University of Abuja and Nigerian Defence Academy, leveraging government relations expertise. In Kano, partnerships with Ahmadu Bello University and Bayero University, combined with cultural sensitivity training, ensure candidates are evaluated appropriately across diverse ethnic and religious backgrounds.

In the South South and Southeast, including Port Harcourt and Enugu, strategies are tailored to local economic activities and entrepreneurial cultures. In Port Harcourt, recruitment emphasizes oil and gas industry experience and B2B relationship skills, leveraging universities like University of Port Harcourt and Rivers State University. In Enugu, partnerships with University of Nigeria Nsukka and Nnamdi Azikiwe University provide access to commercially minded candidates in major centers such as Onitsha and Aba. The Northeast hub addresses unique security and economic challenges through specialized recruitment techniques and partnerships with institutions like University of Maiduguri and Abubakar Tafawa Balewa University, ensuring comprehensive national coverage.