Pricing
That is the whole price list. No consultation fee, no registration fee, no interview fee, no charge for a shortlist. One payment, once the person you chose has started work.
How it works
If you hire a nanny at KES 25,000 a month, our fee is KES 12,500. If you hire a house manager at KES 40,000, our fee is KES 20,000. Nothing else is added.
The fee scales with the role because the work scales with the role — a house manager who will hold your keys and your shopping money takes longer to vet properly than a gardener. It also means we have no reason to talk you into a higher salary than the job needs: our fee follows what you decide to pay, and we would rather place someone who stays.
Worked examples
| Agreed monthly salary | Our fee |
|---|---|
| Under KES 15,000 (short / part-time) | KES 7,500 |
| KES 15,000 – 22,000 | KES 7,500 – 11,000 |
| KES 22,000 – 30,000 | KES 11,000 – 15,000 |
| KES 30,000 – 45,000 | KES 15,000 – 22,500 |
| KES 45,000 – 60,000 | KES 22,500 – 30,000 |
| Above KES 60,000 | from KES 30,000 |
Every figure is half of the salary column, with a floor of KES 7,500 — a two-week booking takes the same vetting work as a permanent one. Our placement floor is KES 15,000 a month. Part-time and short engagements are lawfully pro-rated below it; full-time work is subject to the statutory minimum in full. The rules →
More than five positions
Vetting six housekeepers for a lodge is not six times the work of vetting one. Above five positions the rate steps down, and it keeps stepping down as the order grows.
| How many positions | Rate | Example, at a KES 30,000 – 45,000 salary |
|---|---|---|
| 1 – 5 positions | 50% of the first month's salary | KES 15,000 – 22,500 each |
| 6 – 10 positions | 40% of the first month's salary | KES 12,000 – 18,000 each |
| 11 – 20 positions | 35% of the first month's salary | KES 10,500 – 15,800 each |
| 21 or more positions | 30% of the first month's salary | KES 9,000 – 13,500 each |
For six or more positions we confirm the rate, the timeline and the payment stages in writing before anyone starts. Fees are invoiced per position as each person begins work, not as a lump sum in advance — so you only pay for people who actually turned up.
One housekeeper takes a few days. A properly vetted housekeeping team of eight takes two to three weeks. Any agency promising you eight vetted people by Friday has not vetted them.
Half the pay for the period covered, with a minimum of KES 5,000. Two weeks of nanny cover at KES 25,000 a month means about KES 12,500 in wages, so a fee of around KES 6,250.
Book December and Easter cover in October — that is when it is hardest to find.
KES 2,500 per household, per month. Contracts, payslips, NSSF and SHIF tracking and leave records — for all your staff, not only the ones we placed.
No registration fee for job seekers, and nothing deducted from a placed worker's salary — ever. Kenya's private employment agency regulations are explicit that the service fee is charged to the employer.
Salary deductions are one of the practices that gave this industry its reputation.
The guarantee
Nairobi agencies typically guarantee two weeks to one month. Ours runs three, at the top of the market. Here are the exact terms — which almost nobody publishes — so there is nothing to argue about later.
You get: one free like-for-like replacement, no second placement fee, and no argument about whose fault it was.
These are not loopholes. They are the four situations where the placement failed for reasons we could not have vetted for.
Questions
No, and that is the point of publishing it. The rate is the same whoever is asking, which is not true of an agency that quotes you a number over the phone after hearing your address. The one thing that changes it is volume: above five positions the rate steps down automatically, and you do not have to ask.
Gross, meaning the agreed monthly wage before NSSF and SHIF deductions. If you agree KES 30,000 a month with the candidate, our fee is KES 15,000. Any housing allowance for live-out staff is part of the salary and is counted; food and accommodation for live-in staff are not.
It is a fair question, and the honest answer is that the incentive exists — so here is how we handle it. We publish salary ranges on every service page so you can see the market before you talk to us, we tell you when a budget is too high for a role as readily as when it is too low, and the 3-month guarantee means an over-priced placement that does not stick costs us a free replacement. Pushing you above the market is a bad trade for us.
The fee is set against the salary written into the contract on the first day. If you raise someone's pay three months later — and we hope you do — that is between you and them. We do not come back for more.
Yes. M-Pesa or bank transfer, against an invoice with our details on it. We do not take cash without issuing a receipt.
At six positions the rate drops from 50% to 40% of the first month's salary for every placement, and it steps down again at 11 and at 21. We confirm the rate, the timeline and the payment stages in writing first, then invoice per position as each person starts — so you are never paying in advance for people who have not turned up.
Send the brief. If we cannot help, we will tell you that too.