Posting to the right channel matters more than posting to many channels. This article compares the boards Kenyan recruiters actually use in 2026 — by audience, role type, and price.
The shortlist
| Board | Best for | Approx. monthly visitors | Single-post price |
|---|---|---|---|
| Zaajira | Mid-to-senior, tech, distributed roles | 1.2M | Free + paid distribution |
| BrighterMonday | Volume entry-level & support roles | 4.5M (East Africa) | KES 4,500 – 18,000 |
| Fuzu | Mid-level, learning-oriented candidates | 2.1M | KES 5,000 – 12,000 |
| MyJobMag | Generalist | 1.8M | KES 3,500 – 9,000 |
| Senior, professional services | N/A | USD 200 – 500 | |
| Glassdoor | Senior; brand-led searches | N/A | Free + paid |
How to choose
- Hiring high volume of entry-level retail / support / drivers? BrighterMonday + MyJobMag.
- Hiring mid-level tech, product, or design? Zaajira + LinkedIn, with a Fuzu top-up.
- Hiring senior leadership? LinkedIn primary; consider an executive search firm.
- Hiring across multiple countries in East Africa? Zaajira distributes regionally; BrighterMonday covers Kenya, Uganda, Tanzania.
Beyond job boards
The best Kenyan recruiters do not rely on boards alone. The high-leverage additions:
- Internal referrals — pay properly and pay on day 90.
- Communities — Slack and WhatsApp groups for engineers, designers, and PMs.
- University partnerships — for graduate hiring pipelines.
- Returning diaspora — increasingly important for senior tech.
Key takeaways
- Match the board to the candidate audience, not the other way round.
- Most roles benefit from a 2-board mix, not 5.
- Track applicants per channel and CPA per channel — drop the bottom performer every quarter.