In a move to reward excellence, The Alternative Bank has (AltBank) has absorbed 52 outsourced professionals previously deployed through Strategic Outsourcing Limited (SOL) across Northern and Southern Nigeria. The transition was confirmed by both the Bank and SOL in separate interviews with The HR Anchor.
The management of Alternative Bank said the conversion reflects a growing focus on performance-driven talent integration and structured career pathways within Nigeria’s banking sector.
“The individuals earned their place through strong performance, good conduct, and alignment with the Bank’s values,” John Onuoha, Human Capital Business Partner at AltBank told The HR Anchor. “When people show up consistently, the right thing to do is recognise it,” he said.
The Bank added that the move forms part of a long-term commitment to building talent from within, ensuring that opportunity follows performance, regardless of how staff initially joined the organisation.
The Bank further expressed confidence in the ability of the newly integrated talents to retain their performance standards. “These employees already understand our systems and customers, so they will hit the ground running faster than an external hire,” Onuoha stated.
The HR Anchor interviewed several of the transitioned employees to understand their experiences. Adaji Joy Uyo, Sales Officer at The Alternative Bank, said her time as an outsourced staff member through SOL was a valuable learning period that enabled her to understand the Bank’s culture, expectations, and operational processes.
“What helped me make the transition was dedication, professionalism, and the support of my supervisors and colleagues, who recognised my efforts and encouraged my growth,” she said.
Muhammed Kabir Garba, Business Development Executive at The Alternative Bank, highlighted SOL’s role in his development. “Integrity, dedication, and consistency are key. Listen, follow the rules, and take ownership of your work; success comes with discipline,” he said. He also described how SOL supported staff during personal challenges and provided training that prepared them for roles within the Bank.
Abass Ademola Adeniji, Emerging Sales Officer at the Iwo station of The Alternative Bank, emphasised hard work and persistence as central to his success. “Consistency, relationship-building, and excellent service have been key. Even during the COVID-19 lockdown, I continued meeting customers and building accounts. Hard work and persistence pay off,” he said.
Nsidibe Glory Abraham, a Sales Officer at Magboro, began her deployment in March 2020 amid lockdown restrictions. “I worked as if I were a full staff member, taking responsibilities seriously,” she said. She advised outsourced staff to remain visible, focused, and committed to training, adding that consistent effort will ultimately be recognised.
Dr. Olufemi Ogunlowo, Managing Director and Chief Executive Officer of SOL, told The HR Anchor that the absorption validates SOL’s talent development framework. “The transition of 52 of our people into direct employment with The Alternative Bank is a strong endorsement of the quality of our recruitment standards, our training philosophy, and our commitment to producing work-ready professionals who can thrive in demanding institutional environments,” he said.
“It demonstrates that, with the right systems, outsourced talent can be developed to a level where they are not only productive but are also considered worthy of long-term institutional investment by the client itself. This contributes to enterprise growth, employability, and national productivity,” he added.
On sustaining performance, Dr. Ogunlowo advised the newly transitioned staff: “Do not let your status change your discipline. Permanent employment should not be seen as arrival; it should be regarded as a higher call to responsibility. The habits that brought you this far must now become even stronger. Stay coachable. Stay accountable. Protect your reputation.”
Addressing the business implications, he noted that, “While management fees cease upon transition, the long-term gains – trust, brand credibility, and market confidence – outweigh short-term revenue. Successful transitions prove that our model works.”
The integration of these 52 professionals into The Alternative Bank’s workforce represents a significant step in recognising, rewarding, and retaining talent, while setting a benchmark for structured development and career progression for outsourced professionals in Nigeria’s banking sector.
