Money influences careers in ways we don’t always want to admit. The offer you accept, the role you turn down, the moment you decide to negotiate—these decisions compound over time. For tech professionals in Africa, understanding how to approach these choices can mean the difference between plateauing and major progress.
I spoke with ten tech professionals across different roles and career stages about their approach to money. Their stories show that a strategic approach to compensation can change the course of a career.
In this first part, we explore tactical approaches five professionals use to research their worth, negotiate effectively, and protect their value in the job market.
The salary survey that opened her eyes
Favour Aroghene Ndulu’s perspective on salary changed after joining a Telegram group for tech marketers. As a graduate trainee in 2019 earning ₦70,000, she wondered what it would be like to make ₦150,000. Then someone in the group created an anonymous salary survey.
“That form was a massive eye-opener for me. I saw people earning ₦500k, ₦400k, ₦700k, and I thought, ‘Jesus Christ, am I in a hole?’” she recalls. The survey revealed a clear correlation between tech roles and higher salaries, particularly in product marketing.
Click to signupThat revelation influenced her entire negotiation strategy. Now leading Growth at Waza, Favour researches market rates before every negotiation. “The truth is, HR’s job is to cut costs for the company, so the budget they tell you isn’t always accurate. But if you know your worth and negotiate based on the going rate for your role, chances are, you’ll get a better deal.”
She checks what peers are earning at other companies and researches US salaries on platforms like Glassdoor. Then she estimates appropriate ranges for the Nigerian market. This data-driven method helped her move far beyond that initial ₦70,000 starting point.
The art of asking with proof
Bukayo Ewuoso, Head of Business at Pisi, believes one of the most underrated workplace skills is simply asking. “A lot of people shy away from it because, let’s be honest, nobody likes rejection,” he says. “But what happens is that we often undersell ourselves, even when we’re adding real value.”
His strategy centres on building what he calls a “folder of proof”: consistent documentation of wins, exceeded KPIs, positive feedback, and significant project contributions. When it’s time to negotiate, this becomes leverage.
“You’re not just saying, ‘I think I deserve more.’ You’re saying, ‘Here’s what I’ve done. Here’s the impact,’” Bukayo explains.
For roles without direct revenue impact, he recommends connecting your work to business outcomes. If you’re in brand marketing, track how your campaigns influenced lead quality or shortened sales cycles. If you’re in SEO, demonstrate how your work has improved conversion rates or supported the sales team’s efficiency.
The key is having early conversations with managers about advancement criteria, then systematically delivering against those expectations.
Finding your leverage
Sidiq Rufai, Product Strategist at Reason Digital, received two salary increases in less than a year at his previous role. He advocates for understanding and using your leverage in salary conversations.
“Negotiation is an art; it’s about your knowledge and your relationships. If you don’t have leverage and you’re demanding more, you risk being dismissed,” he says.
Sidiq’s leverage came from ownership. He ran the mobile app section at his company. While he wasn’t irreplaceable, he had built systems that would be costly and time-consuming to replicate. During negotiations, he presented this reality alongside his measurable contributions.
“I explained how onboarding someone new would cost the company more in time and money than retaining me. I also tied my case to tangible benefits, like how optimising my efficiency could increase ROI.”
But leverage isn’t just about systems. It’s also about relationships. Sidiq’s manager valued mental stability and believed happy employees are productive employees. That relationship foundation made the conversation possible.
His advice: never negotiate from desperation. “Whatever your leverage is, find it and use it. Whether it’s your manager or a director, you need to tailor your pitch to the audience.”
The consultant mindset
Olawande Omodaratan, People Operations Manager at Waza, approaches salary discussions from an interesting angle: thinking like a consultant rather than an employee.
“Companies bring you on board because you have specialised knowledge, the same way they’d hire a consultant. If it weren’t for full-time employment, you’d be a contractor, right?” she explains.
Instead of hoping for raises, negotiate based on the value you provide. Olawande emphasises using market data—Glassdoor, peer conversations, industry benchmarks—to ground negotiations in facts rather than feelings.
But compensation extends beyond base salary. “You should be negotiating benefits, vacation days, personal development opportunities, and other perks that matter to you,” she says. Many companies have mandatory benefits, but there’s room to negotiate professional development budgets, work-life balance perks, and other elements that align with your goals.
She summed up her broader philosophy in these words, “I’ve always believed that if you have value, money will follow. But you need to be more assertive and, honestly, a bit more selfish when advancing your career.”
Related Article: What African tech leaders look out for when hiring: Insights from 5 industry experts
When walking away becomes necessary
Chidinma Iwu, a freelance journalist and content marketing strategist, has turned down numerous opportunities due to compensation issues. While this might seem counterproductive, it reflects her strategic approach to value protection.
“I’ve had opportunities where I had to turn them down politely because the offers were way below my rate. It’s hard to accept a rate that doesn’t reflect the years I’ve spent building expertise and reaching a senior level,” she explains.
Some offers came in at less than half her current rates. Rather than compromise, she chooses to wait for better opportunities. This approach requires confidence in your market value and the discipline to maintain standards even during slow periods.
The job-hopping strategy
Favour’s salary growth didn’t just come from negotiation; it came from strategic movement between companies. “Job hopping has been the most significant factor in doubling my pay,” she admits, acknowledging that founders and employers don’t love this approach.
Her method balances rapid movement with genuine contribution. “Whether I stay for a year or two years, I give 100%, even 300%. I make sure I have the right skills and work ethic and deliver exceptional results.”
The key is competence plus timing. Job hopping works when you build real value quickly and know when to transition. “It not only helps with salary, but it also boosts your competence,” she explains.
Now at a different career stage, Favour values stability more. “I don’t want to jump into just any company; I want to find a place that supports my growth. Because salary alone isn’t the only way to build wealth.”
For early-career professionals, her advice remains clear: stay for a year or two, excel completely, then move strategically.
The immediate action plan
- Research your market value: Check peer salaries, research international benchmarks, and estimate appropriate ranges for your market.
- Start your proof folder: Document every win, exceeded KPI, and positive feedback. Connect your work to business outcomes.
- Identify your leverage: Like Sidiq, find what makes you valuable and quantify it. What would it cost to replace you? What systems or relationships would be disrupted?
- Think like a consultant: You’re selling expertise, not asking for charity. Ground your discussions in value, not need.
- Know when to walk away: Like Chidinma, you can choose to maintain standards that reflect your actual worth, even when it’s uncomfortable.
In the second part of this article, we’ll explore how five other tech professionals think about the bigger picture: building careers that consistently pay well over time, navigating major transitions, and balancing immediate needs with long-term financial safety.
Want to read more career insights like this? Subscribe to the Level Up Newsletter.
