BasiGo increases its senior staff by 37%

From the newsletter

Electric bus manufacturer BasiGo has increased its senior staffing by 37% (39 new personnel) over the past 12 months, LinkedIn data analysed by Mobility Rising shows. The hiring surge is aimed at addressing a backlog of over 500 undelivered units carried over from last year. BasiGo now plans to deliver an additional 80 buses before the end of 2025.  

• BasiGo is doubling its assembly capacity to 20 electric buses per month. This expansion requires an additional workforce. The increased staffing will support the company in delivering more buses to clients, with orders now surpassing 1,000 units.

• The expansion follows a $42 million capital raise in October (a mix of equity and debt). Most of the funds went on capital expenditure, while the rest supports workforce growth to scale up production.

More details

• BasiGo is making deliberate investments in its technical and operational foundation. Around 24% of its 106 senior staff work in engineering, including electrical, mechanical, and software roles, while 23% are in operations. This shows the company is building a fully integrated e-mobility system with strong in-house expertise.

• The sales team has grown by 66.7% and marketing by 400%, even though new order deposits have been paused. This sharp growth suggests BasiGo is focused on managing its growing waitlist of over 1,000 customers and preparing to reopen orders in the near future.

• Senior staff at BasiGo have an average of 8.7 years’ experience, showing a highly skilled team. This level of experience is valuable as the company expands in Nairobi and Kigali, manages investor funding, and deals with the complex public transport sector in East Africa.

• At the same time, the average employee tenure is only 1.9 years, which suggests BasiGo is growing fast and hiring quickly; common for startups. While this brings in fresh talent, it may also mean the company faces challenges keeping staff long-term. To succeed, BasiGo may need to focus on staff retention and building a strong work culture.

• Recent job shifts show a move from planning to delivery. One person left the international development team, while new staff joined vehicle manufacturing (3), IT (3), and market research (2). This points to a stronger focus on product rollout, digital tools, and understanding customers better.

• The fastest growing skills at BasiGo include graphic design, employee training, automotive electronics, performance management, and preventive maintenance. These skills support both internal growth and external service quality. For example, graphic design aligns with stronger marketing, while maintenance skills improve the reliability of the electric buses.

Our take

• At 20 buses per month, it would take BasiGo nearly two years to clear its current backlog. This calls for a more streamlined and well-coordinated assembly process. Additional engineering capacity will be key to maintaining quality and speeding up output.

• More deliveries mean more buses on the road, requiring stronger IT and telematics support. These roles are critical for real-time tracking, maintenance scheduling, and system diagnostics. As the fleet grows, digital infrastructure and skills must scale with it to ensure reliability.

• Hiring will partly depend on the steady supply of CKD kits from Asia. A consistent flow allows for predictable staffing and smoother operations. Any disruption could delay production and drive up operational costs.