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What African tech leaders look out for when hiring: Insights from 5 industry experts

Five industry experts share their best tips on tech hiring in Africa. Learn what employers value, the mistakes that hold candidates back, and how to stand out for top roles.
5 minute read
What African tech leaders look out for when hiring: Insights from 5 industry experts

You’ve polished your CV, practised your interview answers, researched the company inside out, and maybe even read every “how to land a tech job” article out there. But in today’s job market, that’s often just the beginning.

After years of conducting interviews across the continent, hiring managers have developed a sixth sense for what really matters. 

I spoke to five experts—from startup founders to HR managers—who’ve seen countless candidates walk through their doors, to find out what really goes on on the other side of the interview table.

1. Soft skills matter

Olawande Omodaratan, People Operations Manager at Waza, often knows within minutes whether a candidate is a good fit. 

This might sound harsh, but it’s not about snappy judgments; it’s about experience and intuition developed over years of interviewing.

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Omodaratan explains that people operations professionals develop a skill to “read beyond the words, to sift through the jargon, and to recognise when someone is being genuine versus when they’ve simply mastered the art of interviewing.” 

Hard skills can be taught,” she says. “But authenticity, communication, and cultural fit? Those can’t.”

Her advice: focus on being genuine in interviews, because consistency and real engagement matter more than perfectly rehearsed answers.

2. Curiosity, adaptability, and a learning mindset

Bukayo Ewuoso, Head of Business at Pisi, identifies three non-negotiable qualities he looks for beyond skill assessments. 

First is curiosity: “How curious is this person? That matters a lot, especially in our industry, where things are constantly changing.” Second is flexibility and adaptability, particularly how candidates respond to organisational changes or new processes. Third is what he calls “reliability in learning”, the dependable willingness to grow and take initiative.

“Skills can be taught; I can train someone on tools, systems, or workflows,” Ewuoso explains. “But I can’t teach you to be curious or to take initiative when things shift. Those soft skills are non-negotiable.”

3. Show your work and build visibility

Emmanuel Faith, an HR Manager, emphasises visibility. “Build in public,” he says, referring to platforms like LinkedIn and Twitter. “A lot of the interviews I got came from people who just knew me from LinkedIn or Twitter.”

This approach extends beyond social media presence. Faith advocates for a tangible demonstration of skills. “Candidates stand out when they can demonstrate what they’ve done beyond formal employment, personal projects, volunteering, or problem-solving exercises”, he says.

His advice is particularly relevant for those just starting their careers or transitioning into the tech industry. Rather than simply stating qualifications, candidates should create portfolios that showcase their problem-solving abilities and industry understanding.

4. Networks and culture fit matter

Omolara Sanni, co-founder of Midddleman, offers insight into how many African startups approach early hiring. “Our hiring approach has always started with our network,” she explains. “The early team was made up of people we already knew and trusted.”

However, this network-based approach has evolved. “Over time, people we didn’t know began reaching out because they loved what we were building. They’d pitch themselves, we’d have a conversation, and if it made sense, they’d join the team.”

This highlights an important opportunity for job seekers: research companies thoroughly and reach out with a genuine interest in their mission. Sanni emphasises that cultural fit is as important as technical skills, particularly looking for teamwork abilities and adaptability, traits that are essential in the fast-moving startup environment.

5. Potential beats perfection

Oreoluwa Olaitan, co-founder of Enif.ai, offers a different perspective on the myth of the perfect candidate. “If I have a candidate who’s a 90% fit but has a closed mindset and another who’s an 80% fit but shows hunger and the capacity to grow, I’ll choose the 80% candidate,” she explains.

This philosophy led him to hire a social media intern straight from university who had never worked for a company before. Despite lacking formal experience, the candidate had volunteered for organisations, managed accounts independently, and earned relevant certifications. “Her passion and willingness to learn were clear,” Olaitan recalls.

For candidates, demonstrating growth potential and learning agility can be more valuable than simply ticking every box on a job description. Create presentations, build side projects, or volunteer in relevant areas to show your commitment and capability.

Key takeaways for job seekers

  • Prioritise soft skills: Communication, authenticity, and fit matter.
  • Cultivate curiosity and adaptability: Demonstrate your ability to learn and pivot when needed.
  • Demonstrate your value: Public work, projects, or portfolios speak louder than words.
  • Stay persistent: Rejections are part of the game; visibility and consistency help.

Related Article: How I’ve survived over 400 rejections in my career

What stands out from these conversations is a picture of hiring that values human qualities alongside technical skills. As the African tech ecosystem continues to mature, companies are no longer just looking for people to tick boxes; they want collaborators, innovators, and lifelong learners. 

Show up authentically, demonstrate your curiosity and adaptability, and make your potential visible. That’s how you move from being another applicant to the candidate they can’t wait to hire.


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