Executive search agency for the bankseta CEO recruitment (BS/2026/RFQ1817)

Closing: 13 October 2026 at 16:30.

RFQ issue date: 08 October 2026.

Quotation validity: 90 days after closing.

No compulsory briefing or site visit is stated.

Enquiries

• Contact: Jackie Kwinika
• Email: [email protected]
• Telephone: 011 805 9661

Submission

• Method: electronic PDF by email
• Submission email: [email protected]
• Copy to: [email protected]

Fraud hotline: 0800 204 661

Submission method: electronic PDF by email.

Submission email: [email protected]

Copy to: [email protected]

Closing time: 16:30

Returnable documents and forms (all must be completed, signed and dated):

• Cover letter and terms of reference/specifications.
• CSD Master Registration report; BANKSETA verifies tax status on the CSD report.
• SBD 4 (Bidder's Disclosure): discloses state employment and interests of directors, trustees, shareholders, members or partners; a false declaration disqualifies the bid.
• SBD 6.1 (Preference Points Claim Form): claims preference points under BANKSETA's own preference system; BANKSETA allocates no points for B-BBEE status level.
• BANKSETA preference points claim document, completed for each category claimed.

Format requirements:

• Quotation on the bidder's letterhead.
• Quotation valid for 90 days after closing.
• Quotation must follow the specifications and use the official pricing structure; extra price pages may be attached if space is insufficient.
• All returnable schedules and documents must be submitted.

Disqualification risks:

• Any returnable form left unsigned, undated or omitted.
• Submission received after the closing time.
• Contacting BANKSETA on any matter between closing and adjudication.
• False information submitted in the bid or preference claim.

System: 80/20 price and preference points.

Total points: 100 (price 80, BANKSETA preference goals 20).

Price formula: Ps = 80 x (1 - (Pt - Pmin) / Pmin), where Pt is the bid price and Pmin the lowest acceptable bid.

BANKSETA preference goals (20 points):

• Black ownership of 51% or more: 7 points.
• Women ownership of 33% or more (South African citizens): 4 points.
• Youth ownership of 33% or more (persons 35 and under at closing date, South African citizens): 4 points.
• Persons with disabilities: 2 points for 10% or more ownership by South African citizens with disabilities and/or 5% or more permanent employment of South African citizens with disabilities; only one claim per entity under this category.
• Small and medium businesses, co-operatives and NGOs: 3 points for 100% South African citizen ownership and annual turnover up to R10 million, or recently incorporated entities operating under one year projecting turnover below R10 million in year one.

Scoring rules:

• Points rounded to two decimals.
• Ties broken in favour of the bidder with the highest preference points.
• Failure to submit the preference points claim form means no preference points are claimed.
• BANKSETA may require substantiation of any preference claim before or after adjudication.

Minimum requirements (compliance gate):

• At least 7-10 years' demonstrable executive search and recruitment experience as a core business capability.
• At least three completed DG/CEO placements, with client contact details.
• Experience in comparable public sector, statutory body, regulated entity, financial services or governance-intensive assignments, evidenced by public sector reference letters only.
• Proposed Lead Consultant/Partner CV showing at least seven years' relevant executive search/recruitment experience including CEO/C-suite assignments.
• Capacity for a national executive search and access to relevant talent markets, evidenced by a methodology document or description of candidate databases and networks.
• At least 5-7 verifiable client references for similar executive search assignments completed in the last 5 years, with client name, contact person, designation, email and telephone.
• Executive assessment, reference checking and due diligence capability, with a methodology covering assessments, competency testing, psychometric assessments, reference checks, qualification verification, criminal checks, credit checks and integrity screening; all assessment components must be included or the submission is non-compliant.

Assignment: appoint an executive search agency to run the recruitment and appointment of the BANKSETA Chief Executive Officer.

Scope of work:

• Search planning and advisory: inception meeting with BANKSETA representatives and, where required, the Board or Selection Committee; review the existing CEO job profile, minimum requirements and competency framework; develop a CEO Success Profile; produce a recruitment project plan with activities, responsibilities, milestones and timelines; advise on search methodology, sourcing strategy, assessment approach and search risks; advise on market-related executive remuneration within public-sector frameworks.
• Market mapping, advertising and search: structured market-mapping of CEO talent sources; sourcing strategy combining direct search, professional networks and approved advertising; review and update the CEO advertisement for BANKSETA approval; publish through agreed channels; targeted national headhunting and, where the approved strategy supports it, beyond the national market; engage active and passive candidates; demonstrate access to a broad and diverse candidate pool; provide regular search progress reports.
• Screening, assessment and shortlisting: manage applications in line with data-protection requirements; preliminary screening against minimum requirements and the CEO Success Profile; verify qualifications and employment history; apply an objective, evidence-based executive assessment methodology (structured leadership interviews, competency or behavioural assessment, psychometric assessment, simulations, case studies or other validated tools); assess shortlisted candidates against the Success Profile; prepare longlist and recommended shortlist; provide a comprehensive candidate report per shortlisted candidate; keep an audit trail for candidates screened out.
• Interview and selection support: interview planning, scheduling and coordination; structured competency-based interview guides and questions for Board approval; professional support during interviews without taking over the Board's decision-making role; candidate calibration; interview and assessment outcome reports.
• Due diligence, verification and appointment support: reference and employment checks; verification of qualifications and professional memberships; integrity, conflict-of-interest and reputational due diligence subject to law and candidate consent; support for security vetting where applicable; disclose material adverse information; assist with candidate engagement, offer management and negotiations within BANKSETA-approved parameters; placement support until appointment is finalised; media and adverse-media screening of shortlisted or final candidates.

Required deliverables:

• Inception report and recruitment project plan.
• CEO Success Profile and agreed assessment framework.
• Search and sourcing strategy.
• Market-mapping and talent-pool report.
• Approved CEO advertisement and evidence of publication.
• Executive search and sourcing progress reports.
• Longlist and recommended shortlist reports.
• Executive assessment methodology and candidate assessment reports.
• Due-diligence, reference and verification reports.
• Interview support documentation and outcome reports.
• Final recruitment report recording the search process and outcomes.
• Placement and appointment completion report.

Governing principles: merit and suitability against the approved Success Profile; consistent application of the same interview and assessment framework; documented and auditable search activities and decisions; confidentiality of candidate and BANKSETA information; independence and disclosure of conflicts of interest; access to a broad and diverse qualified candidate pool consistent with BANKSETA's transformation and employment-equity objectives.

The agency must deliver the full CEO recruitment process: inception meeting and review of the existing CEO job profile; development of a CEO Success Profile and recruitment project plan; market mapping and a sourcing strategy combining direct search, networks and approved advertising; targeted national search and, where approved, international search; screening, executive assessment and shortlisting against the Success Profile; structured competency-based interview support without taking over the Board's decision-making role; reference, qualification, integrity and media due diligence; offer management and placement support. Deliverables include the inception report and project plan, Success Profile and assessment framework, sourcing strategy, market-mapping report, approved advertisement and proof of publication, progress reports, longlist and shortlist reports, assessment reports, due-diligence reports, interview documentation, a final recruitment report and a placement completion report.

Bidders must show at least 7-10 years' executive search and recruitment as a core business capability, evidenced by a company profile, CIPC registration and CSD report. They must have completed at least three DG/CEO placements and have experience in comparable public sector, statutory body, regulated entity, financial services or governance-intensive assignments, evidenced by public sector reference letters only. The proposed Lead Consultant/Partner must have a detailed CV showing at least seven years' relevant executive search/recruitment experience including CEO/C-suite assignments. Bidders must demonstrate capacity for a national executive search and access to relevant talent markets, and provide at least 5-7 verifiable executive search references completed within the last 5 years with client name, contact person, designation, email and telephone.

Bidders must show capability in executive assessment, reference checking and due diligence. The methodology must cover executive and competency assessment, reference checking, qualification verification, integrity and reputational due diligence and other appropriate checks, subject to applicable law and candidate consent. All assessment components must be included in the proposal or the submission is non-compliant.

Quotations must be on the bidder's letterhead and cover the total cost of the full scope of work. The official pricing structure must be used where applicable, with additional price pages allowed if the allocated space is insufficient. No pricing adjustment is permitted after the closing date.

Pricing format:

• Quotation on the bidder's letterhead.
• Price must cover the total cost of the full scope of work.
• Official pricing structure must be used where applicable; additional price pages may be attached if the allocated space is insufficient.
• No pricing adjustment is permitted after the closing date.

No bid security, performance bond, guarantee, retention or turnover threshold is stated.

Registration and tax:

• Registered on the National Treasury Central Supplier Database (CSD); submit a CSD Master Registration report.
• BANKSETA verifies tax status on the CSD report.

Returnable forms:

• SBD 4 (Bidder's Disclosure): declares state employment and interests of directors, trustees, shareholders, members or partners; failure to disclose all CSD-registered active companies linked to directors leads to disqualification.
• SBD 6.1 (Preference Points Claim Form): claims preference points under BANKSETA's preference system; no points are allocated for B-BBEE status level.
• BANKSETA preference points claim document, with supporting evidence per category claimed.

Preference claim evidence:

• Black ownership (51% or more): ID copies, CSD report and naturalisation records for owners not South African by birth.
• Women ownership (33% or more, South African citizens): ID copies, CSD report and naturalisation records where applicable.
• Youth ownership (33% or more, persons 35 and under at closing, South African citizens): ID copies, CSD report and naturalisation records where applicable.
• Persons with disabilities (10% or more ownership and/or 5% or more permanent employment): ID copies, CSD report, employee list highlighting employees with disabilities and a certification or report of the disability.
• Small and medium business, co-operative or NGO (turnover up to R10 million, 100% South African citizen ownership): business details, date incorporated, financial year-end, prior-year turnover and budgeted turnover for the current year.

Minimum experience requirements:

• 7-10 years' executive search and recruitment as a core business capability, evidenced by company profile, CIPC registration and CSD report.
• At least three completed DG/CEO placements with client contact details.
• Public sector reference letters only for comparable assignments.
• Lead Consultant/Partner CV showing at least seven years' relevant executive search/recruitment experience including CEO/C-suite work.
• At least 5-7 verifiable executive search references completed in the last 5 years.
• Assessment and due diligence methodology covering competency testing, psychometric assessments, reference checks, qualification verification, criminal checks, credit checks and integrity screening; all components must be included or the bid is non-compliant.

The appointment starts on the date stated in the contract and runs until the CEO recruitment process is complete and the agreed close-out deliverables are delivered. The recruitment timetable is agreed during the inception phase and may be adjusted by BANKSETA for governance, statutory, operational or other legitimate reasons.

BANKSETA may withdraw or amend the terms of reference by written notice advertised in the original media before closing, may decline to award, may reduce quantities awarded, and may verify information or request further information during evaluation. BANKSETA accepts no liability for losses or damages arising from reliance on the RFQ or the process. The RFQ is confidential and may not be reused or distributed without written consent. BANKSETA complies with POPIA in collecting and processing personal information. Bidders may not contact BANKSETA on any matter between closing and adjudication. A proven corrupt or fraudulent act in competing leads to rejection. BANKSETA charges no fee for documents or information, and bidders must not pay anyone to influence the outcome; approaches should be reported to the fraud hotline on 0800 204 661.

Minimum requirements: 7-10 years' executive search and recruitment as a core business capability; at least three completed DG/CEO placements with client contact details; comparable public sector, statutory body, regulated entity, financial services or governance-intensive experience evidenced by public sector reference letters; a Lead Consultant/Partner with at least seven years' relevant experience including CEO/C-suite work; capacity for a national executive search and access to relevant talent markets; at least 5-7 verifiable executive search references completed in the last 5 years; and demonstrated executive assessment, reference checking and due diligence capability with a methodology covering all required assessment components.

Evaluation uses the 80/20 price and preference point system: 80 points for price and 20 points for BANKSETA preference goals, out of 100. Price points follow Ps = 80 x (1 - (Pt - Pmin) / Pmin). Preference goals: black ownership 51% or more (7 points); women ownership 33% or more (4 points); youth ownership 33% or more (4 points); persons with disabilities, 10% or more ownership and/or 5% or more permanent employment (2 points); small and medium businesses, co-operatives and NGOs with 100% South African citizen ownership and turnover up to R10 million (3 points). Points are rounded to two decimals and ties go to the bidder with the highest preference points.