Tech companies hiring in Africa usually care about speed, multi-country coverage, and whether the EOR can handle equity or complex comp. They also care about not overpaying for enterprise features they don’t need. Here’s what to prioritise and how to pick.

Speed and coverage. You want to make an offer and have the person employed in 1–3 weeks where possible. That means the EOR has an entity (or a solid partner) in the country and doesn’t need to “open” the market. Ask: “What’s your typical time to first contract in [country]?” If they say “we can enable that country,” expect delays. For tech, South Africa, Nigeria, Kenya, and Egypt are common; Ghana, Morocco, and a few others are next. Prioritise providers that already operate in the countries you’re hiring in today, not in six months.

Pricing that fits early-stage. Tech startups often have 1–10 people per country. Percentage-of-payroll fees (e.g. 5–8%) can be better than high flat fees when salaries are moderate. Watch for minimums: a $500/month minimum per employee can hurt when you have junior or part-time roles. Prefer transparent, all-in cost per employee so you can model runway.

Currencies and pay. Engineers and ops staff are often paid in USD or EUR, or a mix. Check whether the EOR can contract and pay in foreign currency where local law allows, or if everything goes through local currency (and at what FX rate). Some markets (e.g. Nigeria) have currency restrictions; the EOR should explain how they handle that and what the employee actually receives.

Equity and bonuses. If you grant options or RSUs, the EOR doesn’t usually administer the plan — you do. But they need to reflect any cash bonuses, allowances, or salary changes in the contract and payroll. Ask how they handle one-off bonuses, annual raises, and currency of payment. If you’re doing something non-standard (e.g. crypto, significant USD in a local-currency market), get it in writing that they can support it and how.

Compliance and risk. Tech moves fast; you still need a proper contract, correct classification, and statutory withholdings. The EOR should own employment liability and keep contracts aligned with local law (probation, notice, termination). For remote-first teams, confirm where the employee is tax-resident and that the EOR employs them in that country. Don’t let “we’re a tech company” become an excuse for loose contracts or misclassification.

Who tends to fit. Providers with strong Africa coverage (e.g. Deel, Remote, Multiplier, and a few region-specialist EORs) are the usual shortlist. Deel and Remote are known for speed and self-serve; Multiplier is often competitive on price. For tech-only or high-growth, also check whether they’ve dealt with equity-heavy comp, multi-currency, and fast scaling. Read recent reviews and ask for references in your target countries. Best “for tech” means: fast onboarding, clear pricing, and the ability to handle the comp and countries you need — not the most brand name.