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Our methodology, published

How PEEPs selects talent, in full.

We publish our process because trust has to be earned. Here is exactly what happens before a candidate's name reaches you, and what each PEEPs label means.

At a glance

From registration to recommendation
8 steps
Verification checks recorded per candidate
9 checks
Each one unlocked only by recorded evidence
7 stages

Eight steps

From registration to recommendation.

  1. 1

    Registration

    Candidates submit their profile, qualifications, experience, desired role, location and salary expectations, and give explicit consent for us to process their data.

  2. 2

    CV review

    A consultant reviews structure, career history, gaps, achievements, errors and suitability for the role. We repackage CVs honestly and never exaggerate them.

  3. 3

    Verification

    We confirm identity. Education and professional qualifications are verified with the institution or awarding body where applicable.

  4. 4

    Interview

    A structured preliminary interview scores communication, professionalism, knowledge, experience, attitude, problem solving and role suitability.

  5. 5

    Assessment

    A sector-specific technical assessment: Excel and IFRS for accountants, diagnostics for mechanics, routes and safety for drivers, a practical cook for chefs.

  6. 6

    Reference checking

    Where appropriate we contact previous employers, professional referees and training institutions.

  7. 7

    Classification

    We give each candidate an internal classification of Entry, Competent, Experienced or Specialist, with a written rationale based on the evidence. We don't use simplistic numerical scores.

  8. 8

    Employer matching

    Vacancy analysis comes first. We then match on skills, experience, location, salary and readiness, and the employer receives a shortlist report with the evidence behind each candidate.

Candidate Quality Framework

The standard behind every shortlist.

We check the following for every candidate we recommend, and record the evidence in their file.

AreaPEEPs standard
Identity Verified
Qualification Verified where applicable
Experience Checked
Technical competence Assessed where applicable
Communication Assessed
References Checked where applicable
Availability Confirmed
Salary expectations Confirmed
Role suitability Assessed

The quality ladder

Seven stages, each gated by evidence.

A candidate reaches a stage only when the evidence for it, and for every stage below it, is on file.

Stage 3 of 7

Verified

Identity confirmed; education and professional qualifications verified where applicable.

  • Identity: Government ID matched to the person (NIN, passport or driver's licence).
  • Education: Certificates sighted and, where possible, confirmed with the institution.
  • Professional qualification: ICAN, ACCA, CIPM or trade certification confirmed with the awarding body.

Every rung requires recorded evidence. Uploading a CV never earns a badge.

Sector-specific assessment

An accountant's test looks nothing like a mechanic's.

Every candidate takes the peeps preliminary interview (communication, professionalism, knowledge, experience, attitude, problem solving, role suitability). They then take a technical assessment built for their profession.

Accounting & Finance Technical

  • Excel

    Lookups, pivots, modelling hygiene

  • Accounting principles

    Double entry, accruals, IFRS basics

  • Financial reporting

    Preparing and reading statements

  • Tax

    VAT, WHT, PAYE, CIT fundamentals

  • Financial analysis

    Ratios, variance, commentary

Automotive Technical

  • Diagnostics

    Scan tools, fault isolation

  • Mechanical knowledge

    Engine, drivetrain, brakes

  • Practical experience

    Observed workshop task

  • Workshop safety

    Safe practice and tool care

Driver Assessment

  • Driving experience

    Years, vehicle classes

  • Vehicle knowledge

    Daily checks, basic faults

  • Safety

    Defensive driving, record

  • Route knowledge

    City and inter-state routes

  • Documentation

    Licence, permits, logbook

Hospitality & Culinary

  • Technical ability

    Knife skills, cooking methods

  • Menu knowledge

    Local and continental range

  • Hygiene

    Food safety and kitchen standards

  • Practical assessment

    Timed cook or service test

Classification

Evidence, not a magic number.

We don't give employers simplistic numerical scores. Each candidate receives a classification with a written rationale, and the assessment report shows the evidence behind it.

“Candidate score: 87/100”

“Competent: verified 4-year history in comparable roles; Advanced on Excel, Proficient on IFRS reporting; two positive references.”

1

Entry

Trained and assessed, with limited workplace experience. Ready for structured junior roles.

2

Competent

Performs core tasks of the role independently, with evidence from assessment and history.

3

Experienced

Several years of verified, relevant experience and strong assessment results.

4

Specialist

Deep expertise in a niche or senior capability, evidenced and referenced.