Enterprise Diagnosis & Organisational Design
Identify the constraints affecting structures, roles, workflows, and capability. Outputs include organisational designs, role profiles, workflow maps, and prioritised transformation roadmaps.
Multibasik International Limited's IT Infrastructure division is the company's technology diversification arm - recruiting, screening, deploying, and managing up to 7,500 IT professionals across Nigeria and West Africa, with every stage of the talent lifecycle governed by an eight-section HR data framework.
For more than two decades Multibasik International Limited has held exclusive industrial-representation mandates across agriculture machinery, industrial filtration, rice-mill engineering, and fintech. The IT Infrastructure division applies that same institutional discipline to technology workforce solutions - building a structured pipeline capable of sourcing, vetting, deploying, and continuously managing thousands of IT professionals at scale.
The 7,500-seat target is not headcount employed by Multibasik directly. It is the workforce capacity the division is mandated to assemble and place across partner organisations, public-sector programmes, and infrastructure projects in Nigeria and the wider West African region. Multibasik holds the mandate; the professionals are deployed into partner seats.
Every stage of that pipeline - from job posting to applicant parsing, interview scoring, compensation banding, performance management, retention analytics, and HR content management - is governed by the eight-section HR data framework that defines how the division operates and reports.
Multibasik International Limited is a Channel Partner with Africa Tech Hub - an enterprise transformation and executive education firm that works with organisations to diagnose the constraints limiting performance and growth, design integrated responses, and build the capability required to deliver lasting improvement.
Africa Tech Hub brings together strategy, governance, operating systems, performance, people, technology, and market execution. The firm works alongside boards, executive teams, and institutional leaders to turn priorities into clear decisions, accountable execution, and stronger organisational capability.
The channel partnership brings enterprise-grade transformation capabilities to every IT Infrastructure engagement.
Identify the constraints affecting structures, roles, workflows, and capability. Outputs include organisational designs, role profiles, workflow maps, and prioritised transformation roadmaps.
Translate priorities into accountable work, measures, and management routines. Outputs include KPI and OKR frameworks, performance standards, dashboards, and execution plans.
Clarify decision rights, oversight, ownership, and escalation. Outputs include accountability maps, delivery plans, and review routines that connect execution, risk, and enterprise value.
Align people, skills, and leadership practices with the organisation's strategy. Outputs include competency frameworks, workforce plans, HR systems, leadership development, and tailored executive education.
Identify high-value use cases and redesign work and decisions around them. Outputs include digital roadmaps, analytics requirements, mobilisation and governance, adoption plans, and capability development.
Translate organisational capability into stronger customer, market, and stakeholder outcomes. Outputs include value propositions, mobilisation and communication plans, and measures of demand, conversion, and retention.
Seven service lines covering the full IT operations stack - each staffed from the same structured recruitment pipeline.
Site surveys, structured cabling, rack build-out, power and cooling commissioning, and physical infrastructure installation for telecom, energy, and enterprise clients.
NOC engineers, network administrators, and data center operators covering 24/7 monitoring, incident response, capacity planning, and change management.
SOC analysts, penetration testers, and security engineers covering threat detection, incident response, vulnerability management, and compliance operations.
Cloud architects, platform engineers, SREs, and DevOps specialists across AWS, Azure, Google Cloud, and on-prem hybrid environments.
Backend, frontend, and mobile engineers, plus QA automation specialists - deployed as embedded team members or project-based squads.
Tier 1/2/3 helpdesk, field support technicians, desktop support, and end-user computing teams for enterprise and public-sector clients.
Telecom tower technicians, fibre splicers, ATM and POS field engineers, and energy-sector instrumentation specialists deployed across Nigeria's 36 states.
Capacity targets by service line - the structured pipeline is built to deliver against these numbers, not to inflate them.
The HR data framework is the operating system of the IT Infrastructure division. Every section below is a controlled dataset - together they form the audit trail from job posting to retiree exit.
The division's HR systems baseline - HR or payroll software in use (Workday, SAP, BambooHR, Zoho People, Paystack Payroll), applicant tracking system, learning management system, years of continuous digital HR records, average headcount, and number of locations.
Five controlled datasets governing how the 7,500 seats are filled:
Four datasets governing pay parity and band discipline:
Five datasets ensuring every placed professional is measured and developed:
Five datasets defining how 7,500 seats stay organized:
Five datasets tracking how the workforce evolves over time:
Four datasets covering the document backbone of the workforce:
Seven datasets covering system and communication metadata (raw email and chat exports are not accepted - only synthetic or aggregated derivatives):
Every candidate enters the pipeline through a structured job posting (H-01). Their CV is parsed into standardized skills records (H-02). They are scored on structured interview scorecards (H-03) and assessment scores (H-04). Hiring outcomes and source channels are recorded (H-05).
Once hired, they enter compensation bands (H-06), are assessed against goal completion rates (H-11), trained against certification records (H-13), and placed into the workforce structure (H-15). Their performance, retention, and engagement feed back into the framework, continuously refining how the next 7,500 seats are filled.
This is the institutional discipline that lets a company of Multibasik's size credibly hold a 7,500-seat mandate - the framework is the proof that the capacity is real, not aspirational.
If you are an IT professional in Nigeria or West Africa and want to be considered for placement through Multibasik's IT Infrastructure division, submit your details below. Our team will be in touch when a matching seat opens.
The full 8-section, 35-dataset HR data framework catalog - completed with Multibasik International Limited's organization profile, system inventory, and per-dataset holdings. This is the audit trail that governs every hire in the 7,500-seat pipeline.
If your organisation needs to fill tens, hundreds, or thousands of IT seats in Nigeria or the wider region, Multibasik's IT Infrastructure division is structured to deliver against that target - with the audit trail to prove every hire.