Attracting and retaining top talent is no longer just a question of salary. In today’s increasingly open and mobile job market, candidates evaluate opportunities on a global scale—even when choosing to stay or return to work in Africa. This means African companies must rethink how they approach compensation and recognition.
A “globally competitive” package doesn’t necessarily mean aligning salaries with international standards. Rather, it means building a complete, coherent value proposition tailored to local realities. This includes base salary, performance bonuses, material benefits, learning opportunities, symbolic recognition, and the purpose embedded in the work itself.
The key is to approach this strategically. What is the real and perceived value of each component? Which levers make the biggest difference for your target profiles? How do you balance internal equity, external competitiveness, and budget constraints?
At Talent2Africa, we’ve developed analysis tools specifically designed for African markets to help companies create attractive, sustainable compensation packages aligned with their HR priorities.
Learn more by reaching out to us at: contact@talent2africa.com