This study examines corruption and nepotism in HR recruitment processes in Nigeria’s public sector, focusing on political influence, bribery, favoritism, and weak oversight mechanisms. Using the Patron-Client Theory as its theoretical framework, the study analyzes how these corrupt practices undermine fairness, efficiency, and service delivery in public institutions. A qualitative research design was employed, relying on secondary data sources such as government reports, scholarly articles, and media publications. Thematic analysis was used to identify key patterns and trends. Findings reveal that political interference, bribery, and favoritism compromise merit-based recruitment, resulting in inefficiency, unqualified hires, and diminished public trust. Furthermore, nepotism and lack of transparency contribute to poor governance and hinder service delivery, while weak oversight and inadequate legal enforcement perpetuate these unethical recruitment practices. The study concludes that addressing corruption in HR recruitment requires strict oversight, merit-based recruitment reforms, and enhanced legal enforcement. It recommends establishing independent monitoring bodies, implementing transparent digital recruitment systems, and enforcing stricter penalties for corrupt practices to ensure accountability and efficiency in Nigeria’s public sector employment.