The Programme
A twelve-month working interview.
An accredited learnership in client relations and professional support, fully managed by us — with candidates who arrive already proven, and a first claim for you on everyone it produces.
What it is
Accredited training, real client work, and someone else doing the admin.
The qualification is an occupational certificate in customer relations and sales assistance — the registered vehicle. What we actually build on it is a professional support person: someone who can hold your front desk, your phone, your follow-ups and your client relationships to the standard your profession is judged by.
A registered qualification
Training sits on the registered QCTO occupational qualification Occupational Certificate: Sales Assistant (General), SAQA ID 99669, NQF Level 3 — delivered by an accredited skills development provider, so it counts where it needs to count.
Learning inside real work
Classroom learning paired with a paid workplace component — with us, in your practice, or both — so capability is built where it will actually be used.
End to end, by us
Vetting, procurement, agreements, performance management, monthly reporting and every compliance document. Your team sets the profile.
First right of refusal
Three months before the end you choose who to interview, with 30 days to opt in. Nobody you want is placed elsewhere.
What they learn
The things nobody teaches a junior, and every client notices.
The technical parts of a support role are learnable in a fortnight. What takes a year is the judgement underneath them — and that is what this programme is built around.
Every module is delivered against a professional standard rather than a retail one: the assumption throughout is that the person on the other end is paying for expertise and is entitled to be treated accordingly.
Professional communication
Spoken and written. How to construct an email a partner would sign, how to speak to someone senior without either grovelling or overreaching, and how to say no gracefully.
Etiquette in a professional environment
Greeting, hosting, timing, dress, discretion, and the hundred small signals that tell a client they have come to a serious firm.
Client relationship management
High-touch, high-care relationships: knowing the client's context, anticipating the next question, and following up before being chased.
Service mindset
Ownership of a problem from first contact to resolution — the difference between "I'll pass on the message" and "I'll find out and come back to you by two."
Ethics, confidentiality and conduct
Why a client file is not a story to tell, what privilege and confidentiality mean in practice, and how to behave when nobody senior is watching.
Conflict and difficult conversations
De-escalating an angry caller, delivering bad news, chasing an overdue account, and handling a complaint without escalating it to you.
Administration and follow-through
Diaries, files, deadlines, documents and reminders — treated as the backbone of client trust rather than as filing.
Workplace readiness and resilience
Punctuality, accountability, working under pressure, receiving correction, and the personal life-skills foundation that holds all of it up.
Your Options
Two delivery models. Same qualification, same first claim.
The only variable is when the learner moves across to you — and how long you therefore get to see them work before you decide anything.
The full term with us
The learner completes the entire twelve months under our roof — trained, hosted, mentored and performance-managed by us. You fund the seat and receive the reporting; you carry none of the day-to-day supervision.
At completion: first right of refusal to hire, on a person with a full year of documented performance behind them.
Best when you have no capacity to host and supervise, or you want to see the finished article before committing anything at all.
Early placement into your practice
Six to nine months of training with us — long enough for real competence and confidence — then the learner moves into your practice for the balance of the learnership, while training, mentorship and performance management continue under us.
At completion: first right of refusal, plus a 90-day probationary period on top of it.
Best when you want productivity sooner and the longest possible test run inside your own environment before hiring.
Under either model you are never obliged to hire. Graduates you decline are absorbed by our other partner employers — which is what keeps our placement rate real and our pipeline honest.
Step by step
From first conversation to first hire.
Nothing here is a surprise later. This is the whole sequence, including the points where the decision is yours.
Do your due diligence
Before anything is signed, inspect our model for yourself — book a tour of our development offices in Sandton City and meet the people running it.
The agreement
We agree to move forward, you choose your model and your scale. We recommend a small proof of concept — two to ten learnership packages. Paperwork is completed.
Invoice and procurement
Invoices are issued, and learner procurement begins within five days of payment received.
Reporting from day one
Monthly reports and full compliance documentation — B-BBEE, CSI, ETI, SARS and Employment Equity — from the start, not assembled in a panic at year end.
Learners vetted
Candidates are vetted against the profile you set — profession, environment, temperament — and procured for your programme.
Agreements signed
Learnership agreements are ready within 30 days of project start. You have 10 days to sign.
The learnership begins
Once all agreements are signed, accredited training commences alongside the workplace component.
The placement decision (Model Two)
Between month six and month nine, the learner moves into your practice for the balance of the term — competent, confident, and still mentored and managed by us.
Fully managed throughout
We run the learnership end-to-end, with monthly reports and compliance documents issued as they occur — including performance management and, where needed, replacement.
First right of refusal
Three months before the end, you choose who to interview for employment. You have 30 days to opt in. Under Model Two, a 90-day probationary period follows.
Employment and onboarding
At close, your chosen graduates come across to you for contracting and onboarding — people you have already worked with for the better part of a year.
Beyond your practice
Graduates you don't take join partner employers. If you want to go further, we can become your Skills Development Facilitator and pursue grant funding for the next intake.
Why This Works
It doesn't start with a classroom. It starts with service.
We partner with strong volunteer organisations that develop life skills and values, mobilising young people who make real social impact — purely from the heart, with no compensation.
That is the mindset shift: from idle entitlement to self-driven impact. Volunteers move from demanding solutions to becoming the solution. Only the top performers, proven over hundreds of hours of real community work, are talent-scouted into this next step.
hours of volunteer social-impact work, minimum, in areas of real need — before anyone is invited in.
What those hours actually look like
This is the work they did before you ever met them.
Not a certificate. Not a workshop. Hundreds of hours of showing up for people who could not pay them — which is the closest thing to a character reference that exists.
Learner support
Working directly with students to help them succeed at school, where falling behind quietly decides the rest of a life.
Conflict resolution
Work that can literally save lives — defusing violence, helping end gender-based violence, and mending relationships and families.
Substance recovery support
Helping people coping with substance and alcohol abuse reach the point where they decide, for themselves, to rehabilitate.
Youth mobilisation
Bringing other young people into major volunteer programmes that build confidence, resilience and a reason to keep going.
Disaster response
Joining local and national disaster efforts to help repair and rebuild — the kind of work that shows exactly who someone is under pressure.
Community resilience
Helping people be stronger and succeed rather than give up, in a world that has become steadily more difficult to survive in.
Stronger together is not a slogan. It is a requirement for prosperity.Growing people, building communities
OneAll Human Capital
Help build tomorrow, today.
Start with a tour and a presentation. Up to 77% of the cost of building your support team can be covered by tax incentives — we'll show your team exactly how.