Africa is not one talent market
Language, sector maturity, compensation, infrastructure, and candidate expectations vary sharply by city and country. Market intelligence must be specific enough to guide a real decision.
Global work needs explicit operating design
Distributed success depends on documentation, timezone choices, decision rights, equipment, and manager capability. Those conditions should be designed into the role rather than tested on the candidate after they join.
Compensation communicates intent
A credible approach considers local purchasing power, global contribution, scarce skills, internal equity, and progression. Transparency matters as much as the final number.