Candidate details remain hidden where they are not required.
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Public recruitment governance
Fair recruitment.
Visible process.
Defensible decisions.
Ajiri kwa Uwazi gives public institutions a controlled, accountable and auditable way to recruit while protecting every candidate and every decision.
Process integrityProtected by design
Every action is connected to an authorised officer and time.
Leaders see the real position of every recruitment exercise.
The platform
A complete recruitment record
Public trust is built
stage by stage.
From the first authority to recruit through appointment and appeal, Ajiri kwa Uwazi keeps the process procedural, visible and difficult to manipulate.
Recruitment exercises
Create a governed recruitment programme, assign its authorised team and control every vacancy within it.
Dynamic applications
Build forms and requirements around the position instead of forcing every applicant through the same questions.
Deterministic screening
Apply published eligibility rules consistently while officers confirm the evidence and remain accountable.
Assessments
Create controlled aptitude and professional tests only where the position and approved process require them.
Shortlisting
Allocate work, protect cases from concurrent handling and require independent review before progression.
Interview governance
Manage panels, conflicts, attendance, private scorecards, quorum and reconciled results.
Selection and appointment
Rank, recommend, approve and appoint through a complete chain of authorised decisions.
Appeals and notices
Receive appeals, publish official communication and preserve the final recruitment record.
How it works
One governed journey.
The right process for every position.
Every vacancy follows its approved stages. Tests, verification and interview rounds are included only when they are relevant to the role.
01Exercise
02Vacancies
03Applications
04Screening
05Assessment
06Shortlisting
07Interview
08Selection
09Appointment
Every controlled stage includes
A sealed entry cohortAssigned officersDefined criteriaReconciled outcomesA stage certificate
The identity firewall
The candidate is assessed before the identity is revealed.
Recruitment officers and panel members receive only the information required for their assigned responsibility. Identity access is deliberate, authorised and recorded.
Discuss identity protectionSecure candidate aliases
Names, contacts and identifying details remain hidden during stages where identity is unnecessary.
Surprise interview sequence
Panel members do not know the next candidate in advance. The authorised session reveals the candidate only when the interview advances.
Purpose based access
Identity can be revealed only when the officer, stage and authorised purpose all permit it.
Every reveal recorded
Identity access becomes part of the permanent audit record for oversight and investigation.
Transparency and control
Every decision leaves a record.
Accountability is part of the workflow itself. Actions, approvals, overrides, recusals, scores and progression decisions remain attributable.
Separation of duties
Creation, evaluation, approval and closure can be assigned to different authorised officers.
Controlled access
A recruitment file is visible only to the people assigned to the exercise or vacancy.
Independent review
Sensitive decisions can require confirmation by a second officer before becoming final.
Conflict management
Panel members declare interests and are automatically recused from affected candidates.
Immutable records
Approved outcomes cannot be silently changed. Reopening requires authority and a recorded reason.
Stage certification
Each stage closes with a reconciled cohort, attributable outcomes and a permanent certificate.
Live process positionOral interview
100Scheduled
64Completed
16Absent
20Pending
Leaders see numbers, controls and exceptions without interfering with independent evaluation.
Operational visibility
See the truth of the process while it is happening.
Know how many candidates entered, completed, progressed, did not progress, missed an activity or still require attention at every stage.
- Current stage position
- Previous stage reconciliation
- Exceptions requiring attention
- Officer and panel workload
Fair representation
Merit first.
Public policy visible.
Configurable reporting supports lawful oversight of representation while keeping protected attributes access controlled and separate from independent evaluation.
Gender representationPersons with disabilitiesMinority groupsMarginalised communitiesDiaspora applicantsEthnic diversityCounty representationSubcounty and ward distribution
Protected attributes must never silently replace merit based evaluation. Their use must follow an authorised and auditable policy.
Designed for institutions
One shared record.
Clear responsibility.
Every participant sees the work that belongs to their office and nothing beyond the authority assigned to them.
Board chairpersonsBoard secretariesHuman resource teamsRecruitment officersInterview panelsICT administratorsAuditors and oversight teamsApplicants and the public
Official notices
Public communication from the same trusted record.
Notice board
Recruitment updates, interview schedules, appointment notices and public announcements are published through the official recruitment portal.
View official noticesAbout Ajiri kwa Uwazi
Technology for fair, accountable and trusted public recruitment.
Ajiri kwa Uwazi is a Kenyan recruitment governance platform designed to help public institutions conduct efficient recruitment while protecting fairness, evidence and public confidence.
We believe a recruitment outcome should be explainable, traceable and defensible long after the exercise has closed.
The same published criteria applied consistently.
Clear responsibility for every action and decision.
Fast, structured work even at public recruitment scale.
A process that can withstand scrutiny.
Leadership
The team behind the platform.
01
CPA Geoffrey Lang'at
Director and Chief Operations Officer
02
Josphat Rotich
Director Information Technology
Start a conversation
Bring accountability into your next recruitment exercise.
Talk to us about your institution, recruitment process and governance requirements.
- Telephone
- 0727 281 114
0705 670 615 - Location
- Bomet, Kenya
Privacy notice
This public website does not store the information entered in the enquiry form. Submitting the form opens your email application and you choose whether to send the message. Applicant information is handled separately within the protected recruitment portal.
Accessibility statement
We are committed to a website and recruitment service that can be used with keyboards, assistive technology and different screen sizes. Contact us if any part of the service creates an access barrier.
Terms of use
This website provides general information about Ajiri kwa Uwazi. Vacancy requirements, schedules, notices and recruitment outcomes are official only when published through the authorised recruitment portal or issuing institution.