The claim by Tosin Eniolorunda that talent scarcity explains 500 unfilled roles at Moniepoint overlooks basic market dynamics. In any competitive labor market, persistent vacancies usually signal misaligned compensation, unrealistic requirements, or weak employer positioning, not an absence of capable candidates in the ecosystem.
ifiokambrose
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Nigeria’s talent pool is actively courted by global firms offering remote roles with stronger pay, better benefits, and clearer career growth. Competing against international demand while maintaining local salary expectations creates an artificial shortage. The issue is not talent scarcity, it is the company’s ability or willingness to match market conditions.
There is also a pipeline problem, but that shifts responsibility back to employers. If specific skills are scarce, companies must invest in training, apprenticeships, and internal development programs. Expecting perfectly job ready candidates at scale, without contributing to talent formation, is strategically shortsighted and unsustainable long term.
Finally, framing the issue as a talent deficit risks obscuring operational gaps such as hiring processes, employer brand, or role design. Long hiring cycles, poor candidate experience, and inflated requirements filter out viable applicants. Filling 500 roles demands systematic optimization, not broad generalizations about a supposed lack of talent.
Both MoniePoint and the job seekers have a point. Unfortunately, we don’t know how to agree that two things can be right.
What do you mean???
He is right about scarcity of top-tier experienced engineers in Nigeria’s fintech space, but wrong because global tech companies competing for the same Nigerian talent distort supply, making it look scarcer than it truly is in the long term market.
abeg abeg Nigeria no really dey produce global ready tech talent at scale yet because the foundation still weak and learning path no steady. Many people fit code small small, but deep engineering thinking, structure, and experience for large systems still dey rare.
Plus, the better ones dey quickly get picked by global companies, so e dey reduce the number of strong mid-level engineers we fit build on locally.
So no be say talent no dey na say the system no dey consistently shape am into worldclass level fast enough.
You sure???
Because that “no global talent” talk no really match reality. Na exposure and opportunity matter pass raw ability. Plenty Nigerian engineers dey learn fast and perform well once dem enter proper systems, good teams, and real product environments.
Problem no be say people no fit reach global standard na say dem no dey consistently placed inside structures wey go develop and show that level of skill.
I’ll leave this here