Most Kenyan banks and telcos list a degree as a requirement, but the requirement is not always enforced for developer roles. Hiring managers at these companies increasingly prioritise technical skills over credentials. Internal referrals, contract-to-hire arrangements, and strong technical interview performance can override the degree checkbox. However, getting past the initial HR screen without a degree is the main challenge, and it requires a strategy.
Open any developer job posting from Safaricom, Equity Bank, KCB, or Airtel Kenya. Under "Requirements" you will find some version of: "Bachelor's degree in Computer Science, Information Technology, or a related field."
That line is real. HR put it there. It is in the job description template that has been used since 2015. And for the first screening pass, it functions as a filter. A recruiter with 300 CVs on their desk uses the degree checkbox to reduce the stack to a manageable size.
But here is what happens next. The hiring manager on the technical team gets the shortlist. They look at GitHub profiles, portfolio projects, and previous experience. If a candidate without a degree has a stronger technical profile than candidates with degrees, the hiring manager picks up the phone and calls HR to ask for an exception.
Does this happen every time? No. Does it happen often enough to be worth trying? Yes.
The key insight: the degree requirement is an HR policy, not an engineering one. Engineers want people who can write code. HR wants people who check boxes. Your job is to make the engineers want you badly enough that they fight the HR battle on your behalf.
1. Get referred internally. This is the strongest move. If someone who already works at the company submits your CV with a note saying "I have seen this person's code, they are good," your application goes to a different pile. The degree filter becomes a suggestion rather than a rule.
How to get referrals: Attend tech meetups in Nairobi. Build relationships with developers at target companies through NairobiJS, GDG Nairobi, or industry events. Contribute to open-source projects that employees at these companies also contribute to. Network genuinely. Do not ask for referrals on the first conversation. Build a relationship first.
2. Enter through a contract or outsourcing role. Banks and telcos hire many developers through outsourcing firms and on contract terms. These roles have softer requirements because the outsourcing company, not the bank, is your employer. Once you are inside the building, doing good work, converting to permanent staff becomes much easier. And by then, your work record speaks for itself.
3. Build something they use. This sounds unusual, but it works. Build a tool, an integration, or a proof-of-concept that is relevant to the company's work. A demonstration M-Pesa integration for a bank's use case. An API monitoring dashboard. Share it on LinkedIn and tag the company's engineering team. When you apply, reference this project. It is the strongest possible signal that you can do the job.
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Not all corporates are equally rigid. Based on patterns in the Kenyan market, here is a general guide.
More flexible:
Less flexible:
The pattern is clear: the closer a team operates to a startup culture, the more flexible they are about degrees. The more traditional and regulated the environment, the stricter the requirements.
Here is the most practical advice in this entire article: you do not need to get into a bank as your first job.
Start at a startup or agency. Work for two years. Build a track record. Ship code. Get promoted. Then apply to the bank.
For mid-level developer roles (3+ years of experience), the degree requirement softens dramatically at most Kenyan corporates. The hiring manager cares about your last three years of work, not whether you have a BSc. Your experience effectively becomes your credential.
This path is slower than going directly from bootcamp to corporate, but it is the most reliable. And it has a bonus: by the time you join the bank, you have real-world experience that makes you more effective than a fresh CS graduate who has only written academic code.
Two years at a startup where you shipped code weekly, debugged production issues at 2 AM, and integrated M-Pesa callbacks under deadline pressure is worth more practical education than four years of university exams. Banks know this. Their engineering teams know this. The HR policy just has not caught up yet.
Understanding what these companies need helps you position yourself effectively.
Banks need:
Telcos need:
Notice: nothing on either list says "must have a degree." These are skill requirements. If your portfolio demonstrates these skills, you are what they need, regardless of what certificate you hold.
If working at a Kenyan bank or telco is your target, here is a realistic plan:
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