Nigeria’s startup ecosystem is vibrant, spanning the fintech, healthtech, agritech, and edtech sectors. Walk into any co-working space in Lagos or Abuja, and you’ll feel it right away: the energy, the drive, and the quiet intensity of people building together. Beneath the headlines and VC investment announcements is a more fundamental truth: this ecosystem is powered by individuals. Talent is the motor; without it, everything stalls.
A lot is heard about funding, infrastructure, and policy, and rightfully so. However, the most underrated currency in Nigeria’s startup success narrative is talent; thinkers, builders, designers, analysts, marketers, developers, and operators who transform ideas into action. Without them, innovation is just potential in a pitch deck.
Hence, it’s time we recognised that talent is not just an HR concern; it’s a national asset, and how we attract, develop, and retain that talent will determine whether Nigeria becomes Africa’s true startup powerhouse or simply remains a promising but underperforming player. We often point to Nigeria’s population as our advantage, with over 200 million people, 60 percent under the age of 25. Ironically, population is not the same as capacity, as youth is only a benefit when talent is nurtured, not just counted.
Lack of intelligent, aspirational youth is not Nigeria’s problem; we have a wealth of unrealised potential. Anyway, that is a story for another day. In recent years, we’ve seen the rise of technical bootcamps, online learning communities, and local accelerator programmes, all of which are helping to bridge the gap between raw potential and real-world readiness, but it’s still not enough. Too many young Nigerians are learning outdated material in traditional institutions, only to graduate into a market that no longer needs what they were taught.
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Some startups in Nigeria are doing great in bridging Nigeria’s talent gap. From hiring junior developers and training them internally to building in-house academies and internship programmes, startups are increasingly becoming the new universities. In many cases, they’re doing a better job at preparing people for the real world.
This, however, cannot be sustained if other startups treat talent development as a side hustle. We need intentionality. Talent development should be part of their business strategy, not just something to figure out when scaling becomes a problem.
The most successful startups in Nigeria today didn’t get there by accident. They built great teams. They found people who could solve problems under pressure, work cross-functionally, wear multiple hats, and grow as the company grows. These people became the reason investors took interest, the reason early customers stayed loyal, and the reason pivots translated into results.
Let’s be clear, this is not just about technical talent alone. While software engineers and product designers are critical, so are the storytellers, growth marketers, finance analysts, HR professionals, operations leads, etc. The startup world has glorified the builder, but every successful founder will tell you: the business only works when the team works.
This is why we must think about ecosystem building in a way that goes beyond new products and fundraising rounds. Everything – product, growth, customer experience, and scaling – is tied together by talent. And if we want more unicorns, we must invest in those who build them. That investment starts with a mindset. We need to build a culture where talent isn’t just used but grown where young professionals aren’t seen as cheap labour but as strategic assets. Where mentorship, training, and personal growth are embedded in the fabric of the startup experience.
There’s also the issue of retention, which is becoming increasingly important. The majority of Nigeria’s founders are dealing with talent churn. With remote work opening up worldwide opportunities, Nigerian talents are being employed across borders at a rapid pace. On one side, this demonstrates our people’s worldwide competitiveness. On the other hand, it serves as a warning: there is fire on the mountain.
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So, how can we retain talent in this ecosystem?
It starts with purpose; people want to build what matters. Nigerian professionals, especially those who choose startups, are driven by more than just salary. They want ownership, clarity, leadership that listens, and a culture that respects their contributions and creates room to grow.
That means building workplaces that are not just fast-paced and exciting but also psychologically safe. Places where people are seen, where feedback is given, and not hoarded. Where failure is allowed, not punished. These are not “nice-to-haves”; they’re what keep people from taking that offer from Dubai, London, or Toronto.
The good news? We’re not starting from scratch. Nigeria’s startup ecosystem has already birthed global talents, people who have gone on to build, invest, and lead across the world. Our diaspora is a testament to the potential within. The question now is: can we scale that talent locally? Can we make Nigeria not just a place to be from but a place to stay, grow, and thrive?
There is no startup ecosystem without talent. Ideas are only as strong as the people who bring them to life.
About the writer:
Deborah Yemi-Oladayo is the Managing Director of Proten International, a leading HR consulting firm in Nigeria, specialising in talent acquisition, learning and development, and HR advisory services. Email: d.oladayo@protenintl.com Phone Number: +234 901 278 1155
