Strategic Talent Management and Innovation Performance in Nigerian Fintech Startups: An Empirical Investigation

This study empirically investigates the relationship between strategic talent management practices and innovation performance in Nigerian fintech startups, drawing data from Lagos and Abuja-based companies. The fintech sector's explosive growth has intensified competition for specialized talent, and the ability to attract, develop, and retain innovation-oriented professionals is increasingly a determinant of competitive survival. A quantitative cross-sectional design was employed, with data collected from 210 founders, HR leaders, and technical staff in 42 fintech firms using validated instruments. Structural Equation Modelling (SEM) was applied to test mediation and moderation hypotheses. The study draws on the Dynamic Capabilities Framework and the Talent Management Architecture Model as theoretical anchors. Empirical findings confirm that talent management intensity, operationalized as the composite score of selective recruitment rigor, developmental investment per employee, and retention effectiveness, is a significant positive predictor of product innovation output, measured by new feature releases and patents. The relationship is mediated by organizational learning capability, suggesting that talent management enhances innovation primarily by building firm-level knowledge integration competencies. Regulatory uncertainty moderates this relationship, dampening the innovation returns of talent investment in firms subject to frequent CBN policy changes. Recommendations include structured talent analytics capabilities in fintech HR functions, government incentives for talent development in emerging tech firms, and academic-industry talent development partnerships. This study fills an empirical gap in the strategic HRM and innovation literature for Africa's technology sector. Keywords: talent management, innovation, fintech, structural equation modelling, strategic HRM