MTN Nigeria, the country’s largest telecommunications provider, has established itself as one of the most attractive employers in the sector. With 1,809 employees, the company offers highly competitive wages, setting a benchmark that rivals like Globacom and 9mobile struggle to match.
Out of its workforce, 1,514 employees earn at least ₦1 million per month, a salary range that significantly surpasses industry norms. Even its lowest-paid staff members receive an average monthly salary of ₦458,333, which is 15 times Nigeria’s minimum wage. This makes MTN not only a leader in telecom but also a top employer across multiple industries.
Unlike many telecom companies that tie salary increments to performance metrics or overall company profitability, MTN conducts an annual salary review, regardless of fluctuations in the naira. This unique approach contributed to a 59.5% increase in the company’s wage bill in 2024, soaring from ₦42.7 billion to ₦71.7 billion.
In contrast, competitors follow different compensation strategies. According to employees familiar with the company’s policy, Airtel Nigeria ties salary increases to performance target, Globacom offers discretionary pay raises, with negotiation at the point of hiring being crucial, as salary adjustments reportedly depend on decisions from Chairman Mike Adenuga, an entry-level customer service employee at Globacom can earn as little as ₦147,000 per month, highlighting a significant gap compared to MTN’s compensation structure.
The telecom sector encompasses various segments, including mobile network operators, tower companies, internet service providers, and data centers. As advancements in fiber-optic technology, 5G networks, and cloud services continue, the demand for highly skilled professionals—such as engineers, network architects, software developers, cybersecurity specialists, and marketing experts—is on the rise.
This surge in demand has created an industry-wide talent war, making MTN’s salary strategy a powerful tool for attracting and retaining top professionals.
MTN’s structured salary review process is not just a benefit—it’s a strategic move to maintain industry dominance. The company approves its annual salary adjustments during its Annual General Meeting (AGM) in May, with implementation set for April, ensuring that wages remain competitive despite inflation.
For competitors like Airtel, Globacom, and 9mobile, the challenge extends beyond simply matching MTN’s salaries. Justifying higher wages while balancing profitability and market share competition is a growing concern. In a fast-evolving industry where employees frequently upskill or transition to new roles, sustaining a loyal workforce is becoming increasingly difficult.
“The implication is that MTN Nigeria will maintain its market leadership by retaining top talent, working with the best contractors, and managing cash flow more effectively than competitors,” said Ladi Okuneye, a telecom industry executive.
While MTN’s model has proven successful, its long-term sustainability will depend on the company’s financial resilience and ability to navigate economic shifts. For now, its salary policy remains a key differentiator, giving it a significant edge in talent acquisition and retention.
