In Nigeria and across Africa, many accomplished tech professionals work tirelessly in hopes of landing dream jobs in the highly competitive global market. But for some, success can be unexpectedly undermined by forces beyond their control. Such is the story of Ridwan Akinfenwa, a Nigerian software engineer whose journey recently shone a harsh spotlight on the challenges many African talents face internationally.
According to Akinfenwa’s detailed account—shared in early June via his LinkedIn page and followed widely by tech communities—he secured a coveted Chief Technology Officer (CTO) role that reportedly came with an impressive annual compensation package surpassing $260,000, inclusive of bonuses. For many in West Africa’s burgeoning tech scene, such an opportunity represents the pinnacle of career achievement, reflecting both years of personal effort and the rising recognition of Nigerian talent globally.
He described that moment as a major milestone, especially after working for years to build his expertise in an increasingly globalised field. “Today, I find myself grappling with a deeply disheartening experience in my professional journey,” he wrote, echoing sentiments many qualified African technologists may find familiar.
“As a Senior Software Engineer with a solid educational and technical foundation, I recently secured a CTO position that offered a salary of up to $260,000+ per year including bonuses,” he noted.
Unexpected Barriers: When Regulations Derail Success
Akinfenwa’s optimism was short-lived. Not long after signing his contract, he received a termination email from the employing organisation. The explanation given: regulatory compliance checks prevented the company from working with Nigerian nationals—a hurdle he had not anticipated.
“Today, I received a termination email that shattered my hopes. The message cited further compliance checks, revealing that the organisation could no longer work with Nigerian nationals due to regulatory constraints,” he explained in his trending post.
The sudden setback left Akinfenwa feeling blindsided—there had been no hint during the rigorous interview and onboarding process that his nationality might be an obstacle. “This decision came without prior indication, leaving me blindsided and emotionally drained,” he wrote, underscoring the emotional toll such experiences can have.
The Wider Picture: A Recurring Challenge for African Professionals
What happened to Akinfenwa is not a one-off occurrence. He alleges this was only the latest in a string of missed opportunities caused not by a lack of skill or dedication, but by the nationality listed on his passport. “This year alone, I’ve encountered multiple instances where my nationality has cost me significant career advancements, to the point where I’ve lost count of the setbacks,” he shared.
Akinfenwa isn’t alone. For many in Nigeria, Ghana, and throughout Africa, international job offers can be fraught with uncertainty about changing immigration laws, compliance measures, and abrupt changes in national policy. According to Ms. Bisi Anaba, a Lagos-based recruitment consultant, “We are seeing an increasing trend of companies tightening compliance requirements, especially when engaging remote talent from Africa. Sometimes, the company is just as disappointed as the candidate, but they feel their hands are tied by regulations.”
The post-termination exchange provided little hope of appeal. “The email exchange that followed was a mix of frustration and resignation. My attempt to negotiate or seek clarity was met with an apology acknowledging the decision was driven by external regulations, specifically from a government entity, leaving no room for recourse,” Akinfenwa recalled.
Why Are Regulations Excluding Nigerian Tech Talent?
Cases like this are becoming more frequent as global compliance and security laws evolve. Multinational companies are under increasing scrutiny when it comes to onboarding workers from certain countries, especially in critical infrastructure or fintech roles. Requirements may include Know Your Customer (KYC) forms, anti-money laundering checks, or export control regulations that impact visa sponsorship or contracts with staff in “high-risk” jurisdictions.
Professor Chike Okafor, an international labour policy scholar, explains: “Many Western companies face layered regulatory landscapes. If a nation is subject to certain sanctions, gray-listings, or cybersecurity alerts, companies may opt to avoid onboarding from these countries entirely to sidestep risk. The intent may be to comply with law, but the effect often punishes skilled individuals who have done nothing wrong.”
- Over recent years, various reports—from the World Bank to Nigeria’s own National Bureau of Statistics—have highlighted the growing role of tech in Nigeria’s economy, emphasizing the need for international inclusion.
- However, according to a 2023 study by the African Development Bank, African professionals are often disproportionately impacted by Western compliance barriers.
- These compliance requirements can be changed or lifted, but progress is slow and often leaves countless professionals in limbo.
The Human Impact: Dreams On Hold
Akinfenwa’s experience has prompted him—and many observers—to reflect on the invisible hurdles African tech talent face abroad. “It’s a stark reminder of the invisible barriers that persist, even in an industry that prides itself on innovation and inclusivity,” he wrote.
His story has resonated widely across social media platforms, igniting conversations among Nigerian and Ghanaian developers about the future of remote and transnational work. Some have shared similar experiences of sudden contract terminations, while others have called for stronger advocacy and legislative support from their home governments.
“International exposure is vital for building domestic capacity,” says Ghanaian technology analyst Kojo Mensah. “But if our brightest minds cannot break through because of geopolitics, the whole continent’s digital future suffers.”
According to industry recruiters and observers in West Africa, the growing visibility of these cases underscores the urgency for reform—not only for fairness, but also for the region’s competitiveness in a world hungry for tech talent.
How Can Nigerian Professionals Adapt?
Akinfenwa, like many caught in this regulatory crossfire, is left to wonder: “I’m left wondering how to navigate this landscape, whether relocating is the only viable path forward or if there are strategies to overcome such nationality-based exclusions,” he wrote.
For now, options remain limited. Some Nigerian and West African tech professionals are exploring relocation to friendlier countries, while others are advocating for more regional tech hubs and strengthened pan-African collaboration. International law specialists urge greater diplomatic engagement from national authorities to open doors and negotiate fairer treatment for highly skilled talent.
Meanwhile, experts caution job seekers to vet international employment offers carefully and seek clarity on compliance issues early in the hiring process.
What Lies Ahead?
As more stories like Akinfenwa’s surface, the tech community is mobilising for change. Proposals range from lobbying global agencies for more nuanced compliance frameworks to investing in local infrastructure to build opportunities at home. The hope, for many, is that the doors to the world’s largest tech companies won’t remain closed to African talent much longer.
How do you think Nigerian and West African professionals can overcome regulatory barriers in the global tech industry? What strategies have worked for you or your colleagues?
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