Intro
In a world where tech teams often look and think the same, Andifon Etim is challenging the status quo. As a software entrepreneur and advocate for inclusion, he has built diverse teams that not only bring fresh perspectives but also drive outstanding results. His journey shows how embracing differences can transform an organization’s culture and performance.
From Humble Beginnings to Inclusive Leadership
Andifon Etim’s passion for technology began in secondary school in Nigeria, where he taught himself to code on an old desktop computer. After earning a degree in Computer Science at the University of Lagos, he joined a global software consultancy. There, he noticed a familiar pattern: most teams were homogenous, and creativity seemed limited by shared backgrounds and experiences.
Determined to do things differently, Etim founded EXCELSOFT Innovations in 2015. His vision was simple yet bold: assemble software teams that mirrored the global user base they served. “If our products reach every corner of the world,” he says, “our teams should, too.” From day one, Etim set four guiding principles:
1. Hire for potential, not just pedigree
2. Foster an environment of psychological safety
3. Provide continuous learning and mentorship
4. Measure success by team impact, not just individual output
Breaking Bias, One Hire at a Time
Traditional hiring often favors candidates who fit a narrow mould: same universities, same resumes, same backgrounds. To counter this, Etim introduced blind recruitment at EXCELSOFT. Resumes are stripped of names, ages, and schools. Applicants submit code samples or project portfolios. Recruiters and engineers assess purely on technical skill and problem-solving ability.
This approach opened doors for talent from lesser-known universities, career changers, and underrepresented groups. Within two years, EXCELSOFT’s workforce grew from 10 to 60 engineers, representing over a dozen nationalities and a balance of genders. Andifon’s own leadership team boasts professionals from Africa, Asia, Europe, and Latin America.
Building a Culture of Belonging
Recruiting diverse talent was only the first step. Etim knew that without the right culture, differences could create friction instead of innovation. To build trust and camaraderie, EXCELSOFT rolled out:
• Regular “Culture Circles,” small-group discussions where team members share personal stories and cultural traditions.
• Anonymous feedback channels that encourage honest input on processes and leadership.
• Quarterly “Innovation Days,” during which cross-functional teams pitch and prototype ideas outside their usual projects.
These initiatives nurtured empathy and allowed engineers to experiment without fear of failure. One developer from Eastern Europe, who once hesitated to speak up in large meetings, now leads the user-research team—thanks to encouragement from colleagues who valued his unique insights.
Mentorship and Skill Building
Continuous learning is central to Andifon’s philosophy. EXCELSOFT provides:
• Personalized learning budgets for each team member to take courses, attend workshops, or buy books.
• A peer-mentorship program pairing junior and senior engineers for weekly skill sessions.
• Monthly “Tech Talks” where employees present on emerging tools, frameworks, or best practices.
This emphasis on growth has paid off. Junior developers progress to senior roles 30% faster than industry averages. Andifon credits this rapid development to the company’s hands-on approach: “We don’t just talk about diversity; we invest in people to help them thrive.”
Agile Collaboration Across Time Zones
With team members spanning five continents, EXCELSOFT uses an agile framework tailored for remote and asynchronous work. Key features include:
• Flexible “core hours” where everyone overlaps for at least two hours daily.
• Clear documentation standards to ensure no one is left guessing about project details.
• Virtual whiteboards and collaborative coding sessions to keep creativity flowing.
Rather than treating time-zone differences as a hurdle, Etim sees them as an opportunity for nearly round-the-clock development. A feature can move from design to testing in under 48 hours, thanks to handoffs between teams in different regions.
Measuring Impact: From Diversity to Excellence
Numbers tell a compelling story. Since implementing his inclusive strategies:
• Employee retention has risen to 92%, well above the 75% industry average.
• Project delivery times have improved by 25%, thanks to seamless collaboration.
• Customer satisfaction scores jumped from 4.1 to 4.7 out of 5 in just three years.
Clients praise EXCELSOFT’s ability to anticipate global user needs. “They don’t just build software,” says a major e-commerce partner. “They understand our diverse customer base because their teams reflect it.”
Challenges and Lessons Learned
Etim admits the journey wasn’t always smooth. Early on, some clients questioned the blind recruitment process. Others worried that remote, multicultural teams might struggle with communication. To address skepticism, he shared data on performance improvements and invited prospective clients to sit in on team meetings. Transparency, he says, turned doubters into believers.
He also learned that inclusion isn’t a one-time fix. It requires ongoing attention. EXCELSOFT conducts quarterly surveys to track team morale and diversity metrics. When an area falls short—say, low representation in leadership—they take immediate action, such as targeted mentorship or recruitment drives.
Looking Ahead: A Blueprint for the Industry
Today, Andifon Etim mentors other tech leaders and speaks at conferences around the world. He’s collaborating with universities in Nigeria and beyond to embed inclusive hiring and management practices into curricula. His goal: to create a ripple effect that transforms the software industry at large.
“Diversity isn’t a checkbox,” he insists. “It’s the seedbed for innovation. When people feel seen and heard, they contribute their best work. That’s how you move from diversity to excellence.”
Key Takeaways
• Blind recruitment and merit-based hiring unlock hidden talent across demographics.
• A culture of psychological safety and continuous learning accelerates career growth.
• Agile, geographically distributed teams can achieve near–24/7 development and faster delivery.
FAQ
Q: How do you start hiring more inclusively?
A: Begin by removing identifying details from resumes and focus on practical assessments like coding challenges or portfolio reviews. Train hiring managers to recognize unconscious bias.
Q: What if remote teams miss face-to-face interaction?
A: Schedule regular video “coffee breaks” and small-group “Culture Circles.” Use collaborative tools like virtual whiteboards to recreate in-person dynamics.
Q: How do you measure the success of diversity initiatives?
A: Track retention rates, promotion timelines, project delivery speeds, and employee satisfaction scores. Compare these metrics before and after implementing inclusive practices.
Call to Action
Ready to build a software team that thrives on difference? Connect with Andifon Etim and explore EXCELSOFT’s inclusive hiring and mentorship programs. Visit our website or follow us on LinkedIn to learn how your organization can go from diversity to excellence.
