Odc Global Consultant Limited (2025)

09/08/2025

🌟 Performance matters, but culture sustains it. Great leaders create workplaces where people feel safe, respected, and motivated to give their best.

Results may be temporary, but the right environment builds teams that can perform and thrive for the long term.

03/08/2025

ODC GLOBAL LEADERSHIP | MENTORSHIP & CAREER STRUCTURE PROGRAM
For those who are ready to rise beyond routine.

This is not a motivational group.
This is a career re-engineering platform.

If you are a determined HR professional or a serious career builder who is tired of just "working" and ready to start growing with structure, this is your opportunity.

ODC Global Consultant Limited invites you to join the Mentorship & Career Structure Program , a practical, direct, and intentional mentorship designed to help you:

Build a career that outlives any job

Break free from routine and become visible in your field

Stop depending on positions and start developing structure

Learn how to document, communicate, and lead with value

Gain access to professional systems that strengthen your voice and strategy

Connect with mentorship that guides , not just speaks

Design your HR or career journey with clarity, direction, and measurable growth

This is not for everyone.
It’s for those who are ready to:

Take bold steps

Do deep, reflective work

Show up consistently

Shift from being task-driven to structure-driven

Lead themselves before trying to lead others

The goal is simple:
To help you stop guessing , and start building.

If you’ve been waiting for the right environment to evolve, this is it.

ODC GLOBAL LEADERSHIP is open.
Join us. Engage. Grow. Lead.

ODC Global Consultant Limited
Structure. Mentorship. Legacy.

contact: Gmail: [email protected]

Best
odc global consultant limited.

02/08/2025

*HR’s Wake-Up Call: Why Bigger Numbers Don’t Mean a Better Future*

By: ODC Global Consultant Limited

Let’s get straight to it.

Nigeria’s GDP has just been rebased to $243 billion.
It sounds like good news. But as HR professionals, what does this mean for us? What do we do with this information, and how does it affect our hiring plans, talent development models, compensation structures, workforce strategies, and national HR thinking?

Here’s the truth: our economy may be statistically bigger, but it’s not more productive.
That should shake us.

The GDP rebasing exposed something uncomfortable but critical: our national growth is service-led, informal-heavy, and productivity-poor. The manufacturing sector,long seen as the bedrock of sustainable jobs and competitive economies,is shrinking. In fact, it’s been contracting at an average real rate of -0.76% between 2019 and 2024.

What does that mean for HR?

It means we’re producing more CVs than jobs. It means our people are learning more skills than our economy is absorbing. It means every HR person managing people in Nigeria must now think beyond office politics, payroll software, and HR analytics dashboards,and ask, “Are we building people who will build Nigeria?”

HR INSIGHT #1: Economic Growth Without Industrial Jobs Is A Mirage

The rebased GDP shows growth in fintech, entertainment, telecoms, and informal services,but not in real-sector employment. That’s dangerous.

We’re training people for jobs that are shrinking. We’re growing jobless graduates while celebrating tech summits. We’re celebrating GDP numbers while the industries that build nations are being buried.

If the industrial sector contributes less and less to GDP, then the jobs HR used to manage in those spaces,factory managers, plant technicians, mechanical engineers, industrial trainers, quality assurance officers,will become endangered. And so will the HR people who serve them.

So, what are you building? A CV workshop or an industrial workforce?

HR INSIGHT #2: HR Must Now Champion Reindustrialisation

The rebasing clearly showed that Nigeria’s economy is shifting away from production to consumption. From what builds to what burns.

But here’s the game-changing opportunity for HR: we can lead the call for reindustrialisation by transforming how we build human capital.

Rethink your internship programs: Are you exposing people to real production or just PowerPoint jobs?

Rethink your performance metrics: Are you rewarding process maintenance or problem-solving and innovation?

Rethink your training budgets: Are you investing in industry-relevant skills or generic “corporate training”?

Rethink your hiring strategy: Are you hiring for growth industries or shrinking ones?

HR INSIGHT #3: Bigger GDP? Smaller Hope,If We Don’t Change Our Thinking

Yes, the GDP rebasing makes Nigeria’s economy look bigger. It can attract better credit ratings, lower our debt-to-GDP ratio, and even improve investor confidence.

But here’s the caveat: confidence without competence leads to collapse.

And if HR continues to only play compliance, payroll, and welfare roles without driving strategic workforce transformation, then the projected $1 trillion economy by 2030 will be built on sand.

The HR profession must wake up.
If the real economy is not creating sustainable jobs, then our profession must stop acting like a reactionary support function and become a strategic force for national productivity.

HR INSIGHT #4: Nigeria’s GDP Shows Why HR Must Build for Reality, Not Fantasy

The growth in entertainment, fintech, and digital services is good, but temporary, unless matched with a stable industrial base. HR must understand this:

Fancy offices don’t mean sustainable employment.

Big salaries in tech don’t mean national prosperity.

Startups with hype don’t mean long-term jobs.

We must return to building industries, not just careers.

We must develop artisans, not just analysts.

We must reward creators, not just consumers.

*HR ACTION PLAN: What Every Serious HR Leader Must Do Now*

1. Push for Industrial Alignment:
Demand that government and corporate policy makers invest in real sector jobs.
Partner with manufacturing associations and trade zones to align skills development.

2. Champion Productivity Metrics:
Measure workforce impact in terms of output, transformation, and sustainability, not just hours logged or leaves approved.

3. Create a Blueprint for the Next Generation:
Redesign graduate programs to prepare young Nigerians for productive work, not just employment.

4. Advocate Beyond the Office
HR must become a voice in national policy, insisting on investment in manufacturing, energy, logistics, and education-to-industry pipelines.

5. Stay Rooted in Reality
Avoid the trap of building HR strategies for a fantasy economy. Focus on solving real problems for the real Nigeria,power issues, informal employment, manufacturing decline, and productivity gaps.

*HR Must Build the Nigeria We Want*

GDP rebasing is not a celebration. It’s a diagnosis. A diagnosis that tells us we are counting more things but not necessarily doing more valuable things.

And if HR doesn’t rise as a nation-builder, our workforce will remain underemployed, unproductive, and uninspired.

The time for professional HR is now. The time for impact HR is now. The time for industrial-minded HR is now.

Let this rebased GDP be the rebirth of your HR thinking.

Not just bigger numbers. Bigger minds. Stronger hands. And a workforce ready to build, not just work.

ODC Global Consultant Limited – We Build People Who Build Nations.

01/08/2025

🎯 OFFICIAL LAUNCH ANNOUNCEMENT
ODC GLOBAL CONSULTANT LIMITED
Mentorship & Career Structure Program

🔥 THE STRUCTURE HR HAS BEEN WAITING FOR IS HERE.

Too many HR careers are lost after internships.
Too many professionals get stuck after their first job.
Too many bright minds fade into silence and confusion.

Not anymore.

At ODC Global Consultant Limited, we’re launching something different , something intentional:

✅ MENTORSHIP

For HR and career professionals who are tired of trial and error. We connect you with minds that know the road , and walk with you.

✅ CAREER STRUCTURE

Not just tips. Not just talk.
We help you build a clear career framework that outlives the job.

✅ VISIBILITY & GROWTH

We teach you how to structure your voice, build frameworks, document value, and grow beyond the company.

WE'RE NOT HERE FOR NOISE. WE’RE HERE FOR STRUCTURE.

> “If you disappear when your job disappears, your career was never real , just rented.”
– ODC Global Career Philosophy

WHO THIS IS FOR:

HR Professionals (interns, officers, leads, and future heads)

Career Builders (across admin, operations, communications, people functions)

Fresh Graduates & Early Starters looking to grow strategically

Transitioning professionals who want to rebuild with clarity

PROGRAMS INCLUDE:

📌 1-on-1 & Group Mentorship
📌 HR Career Growth Frameworks
📌 CV, Portfolio, and Public Profile Structuring
📌 Career System Design (Not Just Task Ex*****on)
📌 Thought Leadership & Visibility Coaching
📌 Monthly Live Masterclasses
📌 Access to Mentorship Circles & HR Projects
📌 Getting all Hr Toolkit and Support.

🎉 LAUNCHING THIS AUGUST!
Let this month mark the end of confusion , and the beginning of clarity, community, and career structure.

💬 TO JOIN THE WHATSAPP MENTORSHIP CIRCLE:
📩 Email: [email protected]
📲 WhatsApp: [ +2349031481416 ]

N.B. I don't seek the crowd, only seek for people willingly to grow.

ODC GLOBAL CONSULTANT LIMITED
Building Careers That Outlive Jobs.
Mentorship. Structure. Legacy.

24/07/2025

*ODC GLOBAL CONSULTANT LIMITED IS OPEN FOR BUSINESS!*

Your One-Stop HR and Business Partner

We are excited to officially announce the launch of ODC Global Consultant Limited , a full-service Human Resources, Business Development, and Printing Solutions firm registered under RC 8241651. With a heart for transformation and growth, we exist to empower individuals, strengthen organizations, and build sustainable businesses across Africa and beyond.

At ODC, we believe in one thing , creating solutions that work.

🔎 What We Offer

ODC Global Consultant Limited provides tailored services across six strategic categories:

1. Human Resources & Organizational Services
From HR consulting to workforce planning and succession strategy, we help businesses build structures that work.

2. Recruitment, Talent Supply & Outsourcing
We supply the best talent across all sectors , administrative, technical, executive, or field roles , plus internships and background checks.

3. Training & Capacity Building
We offer corporate training, executive retreats, youth readiness programs, and custom workshops.

4. Career Services for Individuals
Let’s help you upgrade your CV, LinkedIn profile, and personal brand to get you job-ready and career-focused.

5. Document & Printing Services
From company profiles to flyers, letterheads, proposals, and branded prints , we bring your business identity to life.

6. Business Advisory & Social Impact
We support startups, reduce unemployment through strategic empowerment, and design youth engagement programs that matter.

🤝 Partner With Us

Are you a:

Startup or growing business needing structure, staff, or strategy?

Organization seeking external HR or training support?

Individuals looking to upgrade your professional path?

NGO, Government Agency, or Cooperative ready to empower your community?

Let’s work together to create a real, lasting impact.

🔗 Join Our WhatsApp Community

Stay connected for:

Free professional tips

Job updates and HR insights

Partnership opportunities

Business growth tools

👉 Click to Join Our WhatsApp Group ( https://chat.whatsapp.com/E8ndpY1nh3hGZsHtsXzM9T?mode=r_t )

ODC Global Consultant Limited

10/07/2025

*THE CULTURAL TASTE FOR POVERTY , AND HOW IT'S DESTROYING NIGERIA’S WORK ETHIC*

*PLEASE READ ME*
Some days ago, I watched Adeyemi speak passionately on national television. Just before his interview began, they played a heartbreaking video of young Nigerians writing exams at night. In the video, you could see them holding candles and torchlights, struggling to scribble answers in the dark. No generator. No proper lighting. Just young minds trying to push through adversity as if it were normal.

“If this happened in any other country, it would be enough to ground the nation,” Adeyemi said. But not here. In Nigeria, we’ve built a cultural taste for poverty , a strange comfort with dysfunction. We’ve adjusted to so much mediocrity that we no longer recognize what is abnormal.

That’s why someone who wrote exams with candles will one day become a senator or governor and see no urgency to fix the power problem. Why should they? That’s how they survived too. They think it's part of the process. It’s become our culture. So when they finally “make it,” the attitude is simple: “I’ve had my breakthrough. God will do your own.” This mentality has sunk so deep that it now defines how we lead, how we hire, how we manage, and how we build systems.

There’s a saying: “What goes into the mind comes out in life.” So if we normalize dysfunction in childhood, we replicate it in adulthood , as leaders, as workers, as HR managers, as CEOs. We are raising generations who now see hardship as identity and struggle as destiny.

And this is exactly where our workplaces have become the true reflection of the nation's deeper crisis. We bring this same cultural taste for poverty and mediocrity into the office. We promote loyalty without performance, we retain incompetence out of sentiment, and we shut the door on growth because we're afraid to challenge the familiar. People spend ten to fifteen years in an organization with no clear path for promotion. No training. No personal development. No growth. And when there's a vacancy, the management bypasses those who’ve labored for years, only to bring in outsiders , often friends, relatives, or political appointments.

Meanwhile, in more developed environments, it’s the reverse. They believe in building people. They advertise new roles internally first. They invest in training. They empower even the cleaner to rise through the ranks. If you're part of the vision, you’re part of the future.

But here in Nigeria, people grow old in one role, and when the big opportunity comes, they’re told they’re not qualified , for a position they’ve already been doing informally for years. And when you question it, they tell you, “That’s how it is.” We’ve accepted this slow death of ambition. We have made stagnation seem spiritual. We’ve turned mediocrity into a virtue.

And yet we wonder why performance is low. We wonder why morale is dead. We wonder why brilliant people are relocating in droves.

The truth is: we are not just dealing with poor infrastructure or bad policies. We are fighting a deep, invisible culture that celebrates dysfunction and punishes excellence. A culture where working lights are a miracle. A culture where salary is not earned, it’s endured. A culture where connection is stronger than contribution.

If you ever study how God prepared Moses to lead Israel, you’ll realize something powerful. God didn’t let him grow up in the same oppression he was meant to free them from. He raised him in Pharaoh’s palace , so Moses could have a different taste. Because to break a people out of slavery, the leader must have seen something more. You cannot lead people out of mediocrity if you have never tasted excellence.

That’s what our HR departments, managers, and business owners must understand. You cannot build greatness when you are comfortable with average. You cannot raise giants if you’re afraid of letting people grow. You cannot create a high-performing team when you feed them with starvation salaries, deny them growth, and expect miracles.

We must stop promoting struggle and start building systems. We must stop rewarding survival and start recognizing potential. We must stop carrying the burden of “that’s how it’s always been” and ask ourselves: “Is this how it should be?”

✓ We don’t lack talent in Nigeria. We lack environments that nurture it.
✓ We don’t lack capacity.
✓ We lack vision.
✓ We don’t lack workers. ✓ We lack leadership that can look at candlelit classrooms and say,

“Never again.” Leadership that feels shame for dysfunction. Leadership that’s allergic to mediocrity.

And this is where the mindset must shift. From poor hr to a Rich hr

1. “poor hr focus on expenses,” , but the future HR professional must say: “I focus on increasing value.”
2. I work for money,” but the future leader must say: “I make systems and strategy work for people.”
3. “I trade time for salary,” but the future manager says: “I trade insight for legacy.”
4. “I invest in comfort,” but great HR invests in growth.
5. “I waste time and make excuses,” but transformational HR says: “I build systems and drive solutions.”
6. “I see money as scarce,” but new HR sees abundance in people, in skills, in potential.

This is no longer about paycheck management. This is people development. Policy redesign. Culture transformation. Nation building.

And finally, let this echo in the heart of every HR practitioner, leader, and professional who reads this:

> "The heaviest weight an HR leader will carry is knowing the team they could have built, the growth they could have driven, and the culture they could have shaped , but refusing to do what it takes to make it happen. It’s a decision point. Make it."

We must lead the change. From within. From wherever we are. From whoever we are becoming.

Enough of celebrating suffering. Let us build with sense. Let us reward value. Let us lead with light.

And may we never again clap for darkness.

Written by:
Ogbu Chijioke
ODC Global Consultant Limited

09/07/2025

🧠 Everything Counts: The Hidden Energetics of Work, Power & HR

By Ogbu Chijioke | ODC Global Consultant Limited

🔹 The Unseen Forces in the Workplace

In most offices, we see policies, roles, and KPIs. But what shapes performance runs deeper:
energy, emotion, leadership frequency, and unspoken culture.

People are not just led by systems.
They’re moved by energy.

> Power is structured, learned, and applied—often silently.

If HR doesn’t master these unseen forces, we’ll keep fixing symptoms and miss the roots.

1️⃣ The Law of Accumulation: Why Every Action Counts

Great professionals aren’t born overnight.
They accumulate the right habits, daily.

✔️ Reading that report carefully
✔️ Helping a teammate
❌ Wasting hours online

> Success is a life ledger of credits over time.

HR must shift from annual reviews to systems that reward daily consistency.

2️⃣ The Illusion of Salary: A Mental Trap

Let’s be honest—salary often traps people.
You exchange your time and potential for “just enough.”

Even the word “wage” comes from what was paid for servants/slaves.

People stay unpaid for months but fear starting a side hustle.

> This isn’t laziness. It’s mental captivity.

Real compensation must include:

Growth & creativity

Respect for time

Purpose alignment

3️⃣ Managing Energy, Not Just People

HR isn’t just about policies. It’s about frequencies.

Law of Mentalism: Toxic thoughts = toxic culture

Law of Vibration: Emotions are contagious

Law of Correspondence: Leadership energy reflects in team morale

> You can hire the best CVs, but if the emotional climate is low, performance stays low.

4️⃣ Betrayal Happens. Loyalty is Built.

Workplace betrayal isn’t rare—it’s human.
Teammates let each other down. Trust is broken.

HR must:

✔️ Manage trust, not just tasks
✔️ Build belonging, not just attendance
✔️ Guide, not just discipline

> Don’t seek to be liked. Seek to become.

5️⃣ Goodness is Not a Strategy

"She’s hardworking but quiet."
"He’s reliable but invisible."

⚠️ Systems reward visibility, not silent effort.

If you don’t:

Speak up

Showcase value

Communicate results

…you may be overlooked. Not out of evil—but because systems need signals.

> Only God rewards invisibility. The workplace doesn't.

6️⃣ The Cheetah Principle: Know Your Power

In a viral story, a cheetah refused to race a dog.

The handler said:

> “Cheetahs don’t race dogs. They hunt. They don’t need to prove.”

You don’t need to shout in meetings.
You just need to deliver.

> Silence is power—when backed by results.

🔚 Let’s Redefine HR

HR isn’t about forms and control anymore.

It’s about energy, growth, culture, and becoming.

Let’s build workplaces where:

✅ Silence is respected
✅ Value is visible
✅ Growth is constant
✅ Every action counts

🔹 ODC Global Consultant Limited
Transforming HR. Elevating Minds. Building Legacies.

📩 [email protected]
🌐 Organizational Development Services

01/07/2025

🌟 Happy New Month, Family! 🌟

Good morning and welcome to the beautiful month of July, a month full of possibility, purpose, and divine opportunities.

As the year gradually winds down, we’re reminded that even in our struggles, God is shaping our understanding. The pain, the pressure, the uncertainties, we may not fully grasp them now, but if we hold on, we will grow. We will gain wisdom. We will rise stronger.

This month, may we receive: ✨ Clarity of purpose
✨ Strength in our souls
✨ Deeper trust in God
✨ Joy after the storm
✨ Growth through every experience

Remember: The older we grow, the better we should become. Let us think ahead, look forward with hope, and walk in faith. The future is brighter, and we belong in it.

Welcome to JULY, The Month of Possibilities!
Let’s go after the greater goal. Together, we win.

Best regards,
ODC GLOBAL CONSULTANT LIMITED

30/06/2025

📢 WE ARE HIRING – TEACHER POSITION

ODC Global Consultant Limited is currently recruiting for the position of a Teacher in Warri, Nigeria.

📍 Location: Warri, Nigeria
🏫 Industry: Secondary School
📌 Position: Teacher (All Subjects Can Apply)

We are seeking passionate, qualified, and purpose-driven educators who are ready to make a real impact in the lives of students and contribute to academic excellence.

📨 To apply, kindly send your CV to:
👉 [email protected]

🕒 Only shortlisted candidates will be contacted.

🔁 Please share or tag someone who may be a great fit.

23/06/2025

HR, IT IS TIME TO RISE
A direct message to Human Resource Professionals:

There was a time in this country when working as a professional came with dignity. A time when being a medical doctor, a lecturer, or a civil servant meant you could afford a brand-new car, buy land, and live well. In 1980, the naira was stronger than the dollar. One dollar was 54 kobo.

In those days, people entered public service with pride.
Nigeria was respected.
Our systems worked.
There was structure.

But we watched it slip away.

A professor once told us during our exams that he bought a brand-new Mercedes V-Boot and landed with his first salary as a house officer. That was how valuable a Nigerian professional once was.

We asked him jokingly, “Sir, with our salary now, what can we buy?”
He laughed. Because what we earn today cannot even buy a used car.

What happened to us?
What happened to our value?

We lost something deeper than currency.
We lost structure.
We lost Human Resource discipline.

HR used to mean something. It was the department that stood for order, fairness, and dignity. It was the system that gave people a career path. It was the backbone of leadership decisions.

But today, in many organizations, HR is reduced to paper pushing. It’s silent when wrong things happen. It bends to pressure. It forgets its place.

*It’s time to fix that.*

_Let’s go back to the system that works._

1. *LET’S BRING STRUCTURE BACK TO RECRUITMENT.*

We must stop allowing interviews to be informal and biased. As HR professionals, we must uphold the standard: ask only job-related questions. *Never ask about marital status, age, religion, children, or gender. That’s not just unethical,it’s illegal.*

Let your interviews be documented. Use job-based questions. Record answers. Score objectively.

No more guesswork.
No more “connection-based hiring.”
We either follow the system or continue losing good talent.

*2. LET’S RETURN TO RECORDKEEPING.*

If there’s no file, there should be no employment.

Every employee must have a personal file opened within 7 days of joining. Their certificates, ID, disciplinary memos, recognitions, leave history, and even termination letters,everything must be in that file.

And after they leave? Keep it for 10 years.

Files are not decoration. They are protection for the staff and the organization.

If there’s no record, then nothing happened. That’s the rule.

*3* *LET US DISCIPLINE WITH PROCESS,NOT EMOTION.*

_HR is not a reaction center. It is a process unit._

*No one should be fired by word of mouth.*
*No one should be suspended in anger.*
*No one should be embarrassed publicly.*

*Every action must follow proper steps:*

✓ First, a verbal warning.
✓ Second, a written memo.
✓ Then, a decision signed, recorded, and witnessed.

*Anger is not policy.*
*Emotion is not a strategy.* When HR allows decisions from a place of heat, we break people and expose the company to legal risk.

Let us be slow to speak, quick to listen, and wise in response.

*4. LET US GROW OUR PEOPLE OR PREPARE TO LOSE THEM.*

*Retention is not about begging people to stay.*
*Retention is about creating systems where they want to grow.*

1. How many organizations today can show a clear promotion path?
2. How many HR departments run proper Performance Development Reviews (PDRs)?
3. How many identify high performers and prepare them for leadership?

*We have a framework. It’s called Navigate.*

*Start by identifying:*

✓ Emerging talents
✓ Mid-level managers
✓ Future leaders

*Then train them. Mentor them. Promote them.*

If we don’t prepare people for leadership, don’t be shocked when your best staff leave.

*5. Let HR stop being nice and start being good.*

_There’s a difference._

Nice avoids conflict.
Good confronts wrong with truth.
Nice to say “yes” to avoid trouble.
Good says “no” to protect the system.

HR must stop doing what’s easy and start doing what’s right.

Be the one who stops illegal questions in an interview.

Be the one who refuses to fire someone without due process.

Be the one who reminds leadership that promotion must follow structure.

You’re not just HR. You are the conscience of your organization.

*6. HR must become the standard again.*

Our nation cannot rise if our systems are weak.
And no system is weaker than one that forgets how to manage people.

HR is not an event manager.
HR is not a back-office clerk.
HR is not a side department.

HR is structured.
HR is fair.
HR is leadership.

If we bring back order in HR, we bring back dignity to work.
If we document again, people will feel safe.
If we promote structure, people will stay.
If we follow the process, organizations will grow with integrity.

Let us be kings in this field.

> “The reason kings move slowly is not because they are unsure.
*It’s because they know that time answers them. They don’t chase noise. They create moments.”*

• Let us move with wisdom, not rush.

• Let us correct with process, not punishment.

• Let us build value again,not by talk, but by discipline.

_We may not control the exchange rate. but we can restore value by restoring structure._

✓ Let this message go to every HR leader.
✓ Let this echo in every organization.
✓ Let every file be reviewed.
✓ Let every policy be respected.
✓ _Let every staff member be treated with dignity._

It starts with you.
It starts now.

_HR, it is time to rise._

*Best Regards*
*ODC GLOBAL CONSULTANT LIMITED*

27/05/2025

RECRUITMENT AND SELECTION SERVICES

Struggling to Find the Right Talent for Your Organization?
Many companies today face major recruitment challenges, including:

✅ Difficulty attracting top-performing professionals
✅ High employee turnover
✅ Slow and inefficient hiring processes
✅ Poor-quality or unqualified hires
✅ Complexities in labor law and HR compliance

ODC GLOBAL CONSULTANT LIMITED – YOUR TRUSTED HR & RECRUITMENT PARTNER
We deliver expert recruitment and labor outsourcing services, helping businesses like yours build strong, future-ready teams.

With ODC Global, You Get:
• Access to highly skilled and pre-screened candidates
• A seamless, efficient, and reliable hiring process
• Tailored staffing solutions across all sectors
• Reduced recruitment costs and faster onboarding

Let ODC Global Consultant Limited take care of your hiring needs, while you focus on driving your business forward.

Contact Us Today:
Call: +2349040251556
Email: [email protected]
Office: Abuja HQ | Delta Regional Office

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