We run retained search for senior roles in finance, consulting, and growth-stage operations that other firms struggle to close. Custom client portal on every engagement. References from current and past clients available on request.
Our work is most of our marketing. The list below names sectors where we currently have active engagements — and a partial list of the firms whose senior hires have come through us. References on request.
Felix was instrumental in helping one of our portfolio companies break into the East African market, identifying key talent hubs and leveraging digital platforms. I highly recommend him.
Senior search done well requires three things — reach, depth, and trust. We've rebuilt how each is delivered.
Our team operates with the most advanced AI-augmented sourcing infrastructure available — every recruiter equipped with a Claude Max licence as standard issue, alongside LinkedIn Recruiter and a proprietary candidate database 10,000+ vetted senior profiles deep. We can identify, evaluate, and reach senior candidates in any market on the planet, including the ones most firms avoid because they lack the language, network, or context.
Every shortlisted candidate has been interviewed by a senior recruiter on our team, scored against your specific brief, and tested against any technical or scenario-based assessments your role requires. You meet candidates we have already vetted — not just sourced. Most retained shortlists are recycled databases. Ours are built fresh, against your brief, every time.
Every engagement runs through its own custom-built, password-protected portal. It becomes the single source of truth for the search — replacing the email attachments and shared drives most firms rely on. You always know where the engagement stands.
Most retained searches are delivered through a series of email attachments and shared drives. Ours come with a custom-built, password-protected portal — your own private dashboard for the engagement.
The portal becomes the working record of the search: candidates evaluated, shortlist progression, qualification notes, decisions made. When the engagement closes, the portal stays.
You can refer back to it months later — to audit the search, to share it with your board, or to plan future hires. Most firms ship a PDF. We ship infrastructure that lasts.
The quality of candidates GP Recruiting surfaces is consistently above what we find through any other channel. They understand the calibre of person we need.
Fast, thorough, and genuinely invested in the outcome. GPR doesn't just fill roles — they find people who fit.
US-headquartered client testimonial — slot reserved, copy to be added before launch.
Golden Pipit didn't function like a vendor. They functioned like an extension of our team — candid on the candidates who weren't right, rigorous on the ones who were, and willing to push back when our brief needed sharpening. That's rare.
Our flagship. A retained engagement to identify, assess, and close a senior placement. Custom client portal, qualified shortlist, reference checks, replacement guarantee. For roles where the right hire changes the trajectory.
A monthly engagement for clients hiring 3+ senior roles in parallel. A dedicated recruiter assigned to your account, working through your ATS and brand. We function as an extension of your team.
When you need a verified senior longlist, not a full retained search. We deliver qualified, contactable senior candidates with full contact information and qualification notes, on a fixed timeline.
Every engagement begins with a 30-minute discovery call. If we are aligned, we send a brief and a contract within 48 hours. Once signed, we begin work that week — typically with a kick-off call to align on the search brief, the candidate profile, and the assessment criteria. From there, you have access to your portal and live visibility into the search.
A majority of our active engagements run with US-headquartered firms. The practical implications:
Felix Njenga Koimburi didn't come up through recruiting. He spent a decade with the Navigators across Africa — leading development work, building programmes, raising leaders, sitting in rooms most retained firms don't have a contact in.
That decade turned out to be the right preparation. Senior talent today is global, mobile, and harder to read than it looks. The firms that find it first aren't the ones with the biggest databases — they're the ones who learned the long way how people actually decide.
He founded Golden Pipit to do retained search the way that experience taught him to: patient on intent, exacting on execution, and built for the markets the rest of the industry treats as too hard.
The team is based in Nairobi. The entity is registered in Delaware. Clients are global — predominantly American — and the firm runs senior searches into operations across three continents.
Most retained shortlists are recycled databases. Ours are built fresh, against your specific brief, every time. If a candidate has been pitched into your firm before by another agency, we'll tell you — and we'll keep going until we find someone you haven't seen.
Every shortlist candidate has been interviewed by a senior recruiter on our team, scored against the brief, and tested against any technical or scenario-based assessments your role requires. You meet candidates we've already vetted — not just sourced.
If a search isn't going to deliver the right candidate in a reasonable timeline, we'll tell you that within the first month rather than billing you for activity. Our reputation is more valuable to us than any individual engagement.
We will tell you within 48 hours whether we believe we can deliver, what a realistic timeline looks like, and what it would cost. No retainer commitment until we both agree it is the right fit.