The Future of Talent Retention in African Tech
the root of the problem is not that far from your 🫵 tech solution
Hey-yo, Dear Innovator 💫
Happy Satur-yay to you and everything that you hold dear (AKA, your laptop 👀)
It’s almost the middle of February.
Life don serious pass to dey scroll on X/LinkedIn and be deceiving yourself that you’re networking 😂, so come closer and let us talk some reaaaaaaal issues here!
Did you know that in 2024, the African Development Bank reported that an astonishing 70% of African tech talent in major cities were eyeing int’l opportunities?
It’s no longer a myth, there’s been an alarming drain of tech talent in Africa in recent years and maybe one can’t really fault the people who are choosing ‘greener pastures’ over working with Africa-based tech companies.
Here’s why…
Across the continent, the tech ecosystem has been undergoing a quiet revolution.
For decades, many have assumed that the migration of tech talent was inevitable—a natural consequence of globalisation and economic disparity. However, recent studies by organisations like the African Development Bank and the International Labour Organisation have uncovered a more nuanced picture.
They reveal that the exodus of tech professionals is not solely driven by the lure of higher salaries abroad. Instead, many leave because of limited opportunities for growth, inadequate professional support, and an ecosystem that often struggles to keep pace with global tech trends, like AI, Quantum computing and others.
Today’s tech professionals want more than just a paycheck; they’re looking for workplaces that offer clear career paths, continuous learning, and a sense of community. They want to be part of something that matters on a local scale, even as they connect with global networks.
Which then begs the question, how many African tech solution providers are actually building to compete on a global scale? How many tech founders keep an eye on global trends and try to match it in their home-grown solutions? Dear Innovator, are you part of that statistic?
Another intriguing development is the rise of what experts are now calling “brain circulation”. Instead of a permanent loss, many tech professionals are engaging in a cycle of leaving and returning, armed with int’l experience and a possibly renewed passion for local innovation, ‘cos nothing slaps quite like exposure.
To combat this issue of talent retention, some tech companies—from Douala and Kinshasa to Kampala and beyond—have been experimenting with fresh ideas that tackle it head-on.
For example, a modest start-up in Rwanda has reimagined the workplace by designing community-focused hubs that offer flexible remote-working options and intensive mentorship programmes. In Ghana, emerging tech companies are collaborating with universities to create apprenticeship schemes that combine on-the-job learning with academic rigour, ensuring that young professionals are well-prepared for the challenges of a fast-changing tech landscape.
The African Institute for Mathematical Sciences (AIMS) has this under-the-radar programme, "Tech Skills for Africa", where they're not just teaching coding but diving deep into machine learning and data science, funded by grants you've probably never heard of. The goal is to equip developers with skills that make them want to stay, and not just because they’re keeping up; but because they're actually leading!
Then there's "AfriWork", a platform where African tech professionals can collaborate on global projects from the comfort of their homes. It's creating a sense of belonging in the digital nomad culture, showing that you don't need to leave to be part of the world's tech scene.
The shift towards hybrid work models has also been a game changer. With the advent of digital nomad visas and remote-first policies—trends once seen only in Western economies—some African tech companies and communities are increasingly offering arrangements that allow their teams to work from anywhere. This flexibility has helped many firms tap into talent pools that were previously out of reach, all while encouraging professionals to remain connected to their roots. It’s a win–win: companies retain their best minds, and communities benefit from the continued flow of innovation and local development.
Data from a 2024 report by the African Development Bank also shows that companies investing in flexible working practices and continuous professional development have seen retention rates improve by up to 30%. This statistic isn’t just a number—it’s a reflection of a more humane approach to work.
In all honesty, the conversation around talent retention isn’t just a matter of economics. It touches on broader social and cultural issues as well. When skilled professionals leave, entire communities miss out on the ripple effects of innovation. It’s felt from job creation and local mentorship to increased civic engagement and improved public services. Retaining talent, therefore, becomes a matter of social responsibility. It’s about ensuring that the benefits of tech advancement are felt across all levels of society, not just within the confines of high-tech companies.
In 2025, the challenges remain real and so must be the determination to overcome them.
The way forward? The discussion shouldn’t be entirely focused on stopping our tech talent from leaving; it should be about making Africa the place they want to come back to or never leave in the first place.