Apgee Consult, 2nd Floor, Providence House Admiralty Way (Beside Tantalizers), Lekki (2026)

23/01/2026

We are seeking a highly skilled and motivated Investigation Manager / Counter Fraud professional to lead and manage investigations into fraudulent activities, professional misconduct, and policy violations. This role will focus on identifying, preventing, and mitigating risks associated with occupational fraud, ensuring compliance with company policies, and safeguarding the organization's assets and reputation.

Requirements
• Strong understanding of fraud detection, investigation techniques, and risk assessment methodologies.
• Proficiency in forensic analysis, data review tools, and fraud prevention systems.
• Knowledge of legal, regulatory, and ethical standards related to fraud and investigations.
• Ability to prepare concise reports, maintain accurate records, and present findings effectively.
• Awareness of industry-specific fraud risks, cybersecurity threats, and risk management frameworks.
Min 5 years experience in investigation manager and Counter fraud role.

To apply send CV to agoma.apgeenet.com and [email protected]

21/01/2026

We're excited to introduce APGEE Consult, your trusted partner for expert consulting services!

Ready to take your business to the next level? Contact us today to learn more about how APGEE Consult can support your growth and success.

Let's work together to achieve your goals!

20/01/2026

The 3 Pillars of Business Growth 📈

Business growth is driven by three key pillars. At APGEE Consult, we believe these pillars are crucial for sustainable success:

1. Strategy
A clear business strategy sets the direction for growth. It involves:
- Defining goals and objectives
- Understanding market trends and competition
- Identifying opportunities and challenges

2. Ex*****on
Effective ex*****on turns strategy into results. It involves:
- Implementing plans and processes
- Building a strong team and culture
- Managing resources efficiently

3. Adaptability
Adaptability ensures businesses thrive in a changing environment. It involves:
- Monitoring market shifts and trends
- Being flexible and responsive
- Innovating and improving continuously

Strengthen these pillars with APGEE Consult's expertise to drive business growth! 💪

24/11/2025

We are hiring…….
Position: Risk & Compliance Manager
Location: Port Harcourt

If you fit the bill, kindly Send your Cv to [email protected] and [email protected]. Only shortlisted candidates will be contacted.

27/10/2025

The Dreaded Monday Morning Review:
It’s Monday. Your office is buzzing with a familiar, low-level anxiety. It’s performance review season. For one client, this feeling was costing them more than just productivity—it was eroding morale and driving their best talent away. Their annual review process felt more like a courtroom judgment than a catalyst for growth.
That’s where we came in.
We worked with their leadership to reframe the entire process. Instead of a single, high-stakes annual event, we helped them build a culture of continuous feedback, coaching, and purpose.
Here’s what happened:
❌ Before: one-way conversations focused on past failures.
✅ After: Dynamic, two-way dialogues centered on future growth and development.
❌ Before: Employees felt disconnected from company goals.
✅ After: We aligned every team member’s personal aspirations with the company’s strategic vision. Suddenly, everyone understood their impact.
❌ Before: Reviews were driven by biased, subjective perceptions.
✅ After: We introduced data-driven, balanced 360-degree feedback, which built trust and highlighted genuine contributions.
The Result? A 15% reduction in employee turnover and a significant boost in productivity within the first year. The Monday morning meeting is no longer a source of dread. It’s a starting point for the week, filled with purpose and positive momentum.
Performance management isn’t just a compliance task; it’s a powerful tool for unlocking human potential. Is your review process building up or breaking down your team?

27/10/2025

The Dreaded Monday Morning Review:

A few years ago, a manufacturing client approached our firm with a problem. Their Monday morning performance reviews were notorious. They were formal, annual, and dreaded by everyone involved. Managers saw them as a box-ticking exercise, while employees felt judged, leaving the meetings with low morale and little direction. The company was experiencing high employee turnover and stagnating productivity.
Our first step was to help the leadership team understand that their performance appraisals were not the same as ongoing performance management. We reframed the conversation and introduced a new approach and strategy…….

Shift to real-time, the results were transformative.
A 15% reduction in employee turnover, and employees reported feeling more valued and engaged, and the company's productivity saw a significant boost. The Monday morning review became a collaborative, motivating start to the week, reinforcing a culture of continuous improvement and growth, rather than one of anxiety and dread. Our advisory services helped turn a burdensome process into a powerful engine for organizational performance and employee development

24/10/2025

Happy Friday!
A good time to relax and enjoy your weekend.
Stay focused, stay agile, and keep growing, every step counts.
Wishing you a productive and refreshing weekend ahead from APGEE CONSULT

24/10/2025

Happy Friday!
A good time to relax!!
Stay focused, stay agile, and keep growing, every step counts.
Wishing you a productive and refreshing weekend ahead from APGEE CONSULT

21/10/2025

We’re Hiring: Human Resources Manager

Are you passionate about people, performance, and culture? We’re looking for an experienced HR to join our team!

The successful candidate will be responsible for managing all aspects of human resources, including recruitment, talent management, employee relations, benefits, and compliance. The ideal candidate will have a strong background in HR, excellent communication skills, and the ability to drive business results through effective HR strategies.
Core Responsibilities
Strategic Planning and alignment
• Aligning HR strategies with business objectives.
• Developing workforce plans to support business goals.
• Developing a comprehensive HR strategy.
• Leading and implementing organizational change initiatives.
• Developing HR metrics and analytics to measure performance.
• Partnering with business leaders to drive business outcomes.
• Developing and maintaining a positive organizational culture.
• Developing strategies to enhance employee engagement.
• Developing and implementing internal communication strategies.
• Ensuring HR initiatives are integrated and aligned with business objectives.

Employee Training and Development
• Developing a learning strategy aligned with business objectives.
• Designing training programs to address skill gaps and improve performance.
• Delivering training programs or managing external trainers.
• Assessing training effectiveness and making recommendations.
• Creating individual development plans for employee
Talent Management
• Developing a talent pipeline to ensure future leadership readiness.
• Identifying and developing future leaders.
• Developing career paths and growth opportunities.
• Overseeing performance management systems.
• Analyzing talent data to inform business decisions.

Benefits and Compliance
• Design and administer employee benefits programs.
• Ensure compliance with labor laws, regulations, and company policies.
• Stay up-to-date with changes in labor laws and regulations

Requirements
• A good first degree in HR or related field. Possession of a post graduate degree in Human Resource Management / Business Administration or related degree is an added advantage
• Preferred certifications include CIPM, SHRM-CP, SHRM-SCP, PHR, SPHR, or GPHR.
• Minimum of 5 years in Human Resource roles, with progressive responsibility and experience in HR)

Send CV to [email protected] and copy [email protected]

15/10/2025

We are seeking a dynamic and commercially astute leader to drive growth across our
Health, Hygiene & Personal Care (HHPC) portfolio. This is a critical leadership role for
someone who combines sharp strategic thinking with hands-on ex*****on and deep knowledge
of Nigeria’s modern trade, pharmacy, and general trade channels.
The Commercial Lead will be responsible for owning and growing a high-potential portfolio
that spans sexual wellness, hygiene, and personal care products. This person will lead the
business across key accounts, distributors, field sales, and ecommerce — and will be fully
accountable for building a category-defining business in Nigeria.
This role is not for spectators. We need a builder, operator, and commercial executor with
proven success leading B2B and B2C sales across both pharmacy and retail landscapes. You’ll
manage everything from pricing to partnerships, with full P&L ownership.
Core Responsibilities and Key Result Areas
• Define and execute the growth strategy for the HHPC portfolio in Nigeria.
• Own the full commercial P&L and deliver aggressive sales and margin targets.
• Set clear revenue and market share goals, and lead the charge to exceed them.
• Lead direct relationships with pharmacy chains, supermarkets, and modern trade players.
• Develop and manage JBPs, pricing strategies, shelf ex*****on, and trade activation plans.
• Secure visibility, listings, and commercial partnerships that drive volume and brand equity.
• Build and manage a strong distributor network, ensuring territory coverage and performance.
• Define and optimize the route-to-market strategy for Nigeria, balancing direct and indirect channels.
• Support inventory planning, distributor training, trade programs, and incentive models.
• Lead and scale a performance-driven sales team or distributor field force to execute in-market goals.
• Track and manage field ex*****on KPIs, including outlet coverage, visibility, and sales conversion.
• Drive performance across a multi-brand, multi-category portfolio covering sexual wellness, personal hygiene, and beauty care.
• Shape brand and SKU strategy, including pricing, assortment, promotions, and launch planning.
• Monitor performance by channel, region, and product line, and lead commercial interventions where needed.
• Work with marketing, finance, regulatory, and supply chain to ensure aligned ex*****on and long-term growth.
• Lead commercial input into demand planning, activation, regulatory compliance, and product innovation.
Experience Requirements
• 8–12+ years of experience in FMCG, personal care, pharma/OTC, or consumer health.
Send CV to [email protected] and copy [email protected]

10/10/2025

“Measuring What Matters”

At Samara Foods, performance reviews were a dreaded ritual.

Every December, managers would scramble to complete appraisals — mostly based on sales numbers, gut feelings, and a few vague KPIs from last year’s template.

Femi, the HR Manager, had seen the impact:

* Top performers felt unseen.
* Teams focused on short-term wins over long-term strategy.
* And worst of all — politics often mattered more than results.

The turning point came when a high-potential team lead, Joel, resigned.

> “I hit all my goals,” he said, “but no one could even explain what success meant here.”

That’s when Fatima reached out to a performance management consultant, known for helping companies implement the Balanced Scorecard (BSC) approach.

In their first meeting, the consultant asked the leadership team a simple question:

> “You say performance matters — but are you measuring what really matters?”

Silence.

Over the next few months, they redesigned the entire performance system using the Balanced Scorecard’s four perspectives:

1. Financial – Are we delivering value to shareholders?
2. Customer – Are we satisfying our clients and building loyalty?
3. Internal Processes – Are we doing things efficiently and ethically?
4. Learning & Growth – Are our people and systems getting better?

Femi led training sessions on goal setting, ethical performance standards, and how to give actionable feedback. Suddenly, performance wasn’t just about numbers — it was about "alignment".

* Sales teams now balanced revenue goals with customer satisfaction ratings.
* Operations tracked not just cost efficiency but quality and ethical sourcing.
* HR began measuring staff engagement, not just headcounts.
* Leaders were held accountable not only for results — but for *how* they got them.

By the next appraisal cycle, employees noticed the change.

“For the first time,” one team lead said, “I feel like my work is seen, measured, and appreciated fairly.”

A year later, turnover had dropped by 40%, productivity was up, and the company culture had shifted from “chasing numbers” to delivering value with integrity.

Apgee Consult

23/01/2026

21/01/2026

20/01/2026

24/11/2025

27/10/2025

27/10/2025

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