BPO & Call Centre Jobs in Tembisa

Call Centre Agent

R5,500–R8,000/month

Outbound Sales Agent

R5,000–R7,000/month + commission

Collections Agent

R6,000–R9,000/month

Team Leader

R14,000–R18,000/month

Quality Assurance Analyst

R10,000–R14,000/month

Workforce Management Analyst

R12,000–R18,000/month

Chat Support Agent

R6,000–R9,000/month

Technical Support Agent

R7,000–R11,000/month

Merchants

5,000+

Merchants is a large business process outsourcing provider that handles customer service, technical support, and related interactions for international brands, mainly in the UK and Australia. It operates as part of the Dimension Data group, now under NTT, and employs over 5,000 people across South Africa. The company focuses on voice and digital channels for clients that need high-volume, English-language support with defined quality standards. Its scale gives it access to major contracts that smaller local BPOs rarely secure, though the work remains standard contact-centre activity rather than specialised technical roles. The company runs delivery centres in Cape Town, Durban, and Johannesburg. These sites are modern and well-maintained compared with many local BPO facilities. Most operations run on shifts that include nights and weekends to match client time zones. Staff numbers are concentrated in the three cities, with Johannesburg and Cape Town holding the largest teams. Training is delivered on-site through a structured academy programme that includes several weeks of paid instruction before agents take live calls. The environment is structured and process-driven. Agents follow detailed scripts and quality metrics, and advancement to team leader or operations roles is possible through documented internal pathways. Employees who document their results and speak up about opportunities tend to progress faster; those who wait for recognition often stay in the same position longer. Night shifts and repetitive call handling are standard requirements. Wellness programmes exist, but the pace remains high-volume and target-focused, which suits people who prefer clear rules and dislike ambiguity. Candidates who want steady employment, paid training, and a visible route into supervision should consider applying. The company recruits regularly through its own channels and values reliable attendance and basic English proficiency over prior experience. The process typically includes online assessments, interviews, and the academy training period. People who need flexible daytime hours or dislike large corporate reporting structures are likely to find the conditions restrictive.

WNS Global Services

4,000+

WNS Global Services runs business process outsourcing operations in South Africa, focusing on finance, insurance, and analytics work for international clients. The company handles tasks such as claims processing, financial reporting, data analytics, and process automation rather than standard customer service calls. Clients are mainly global firms in insurance, banking, energy, telecoms, and FMCG sectors. In South Africa the operation employs over 4,000 people and forms one of the larger delivery locations outside Asia, though it remains smaller than the company’s main centres in India and the Philippines. The company maintains delivery centres in Cape Town and Johannesburg. The Cape Town head office sits in Century City, with an additional site in Bellville. Johannesburg operations support similar finance and insurance work. These locations provide time-zone coverage for European and US clients and access to an English-speaking workforce. The sites are described as structured delivery centres rather than open office campuses, with processes designed around accuracy and compliance. Day-to-day work is process-driven and requires sustained attention to detail. Staff deal with complex financial and insurance data, which can involve night shifts to match client time zones. Salaries sit above typical BPO rates for finance and analytics roles, and the exposure to international systems and automation tools can build skills that transfer to other employers. However, the environment offers limited flexibility once processes are set, and high accuracy targets create ongoing pressure. Career movement tends to stay within similar BPO functions rather than broad corporate paths. People who perform well here are those comfortable with repetitive, rules-based work and willing to work shifts. The company recruits through its careers site and standard application forms, followed by assessments focused on accuracy, language, and basic technical skills. Candidates with prior finance or insurance experience have an advantage. Those seeking creative or highly autonomous roles will find the structure restrictive.

Teleperformance

3,000+

Teleperformance operates as a large business process outsourcing provider in South Africa, delivering customer service support for major international tech and retail brands. The South African sites manage inbound calls, chats, and emails for these clients, following strict service level agreements that track metrics such as response times, resolution rates, and customer satisfaction scores. With more than 3,000 employees across the country, the operation forms part of a global network that spans 91 countries, giving the local teams access to standardised processes and systems used worldwide. The company maintains delivery centres in Cape Town and Durban. These locations handle the bulk of the South African workload, with Cape Town serving as the larger hub. Staff numbers exceed 3,000 in total, though exact distribution between the two cities fluctuates with client demand and contract changes. Most roles involve shift patterns aligned to client time zones, and qualifying positions may offer work-from-home arrangements after initial training and performance thresholds are met. The work environment is structured and heavily monitored, typical of a large corporate BPO. Employees follow detailed scripts and quality guidelines, with regular performance reviews and call recordings used for coaching. Career progression exists through team leader and operations management tracks, and high performers can access an international mobility programme that allows transfers to other countries in the network. The scale provides stable employment and competitive benefits compared with smaller local providers, but the emphasis on consistent metrics and non-negotiable shifts can lead to burnout for those who prefer flexibility or less oversight. Candidates who perform well under pressure, accept shift work, and can maintain accuracy during repetitive tasks tend to stay longer. The hiring process involves online applications, assessments that test language and problem-solving skills, followed by interviews and background checks. Applicants should expect clear communication only through official Teleperformance email addresses and should verify any offer carefully, as the company does not use personal emails or messaging apps for recruitment. Those seeking varied daily tasks or rapid advancement without meeting volume targets may find the environment limiting.

CCI South Africa

3,500+

CCI South Africa operates as a business process outsourcing provider focused on customer management, debt collection, sales, and international voice campaigns. Its main clients sit in financial services and telecoms, where it handles high-volume inbound and outbound work. With more than 3,500 employees, it ranks among the larger locally owned BPOs in the country, though it remains smaller than some multinational competitors that also run South African sites. The company’s strongest presence is in KwaZulu-Natal, where its main campus sits in Umhlanga, part of Durban’s established call-centre corridor. It also maintains operations in Johannesburg and Cape Town. The Umhlanga site serves as the operational centre for most KZN activity, while the other cities run smaller teams that support similar service lines. Hiring happens regularly across these locations through structured intake programmes. Day-to-day work is built around measurable targets and commission structures, especially on sales and collections campaigns. Staff handle large call volumes under close performance tracking, which produces steady earnings potential for those who meet or exceed goals but creates pressure for others. Collections work in particular can involve difficult conversations with customers in arrears. Career movement tends to stay within contact-centre roles, with advancement tied to consistent results rather than formal training programmes. People who perform well are usually those who accept the target-driven pace and can separate emotionally from repeated rejection or complaints. The company suits applicants who want quick entry into BPO work and are comfortable with variable pay tied to results. Those seeking lower-pressure environments or roles outside voice operations will likely find the setting a poor fit. The hiring process relies on periodic recruitment drives that assess basic communication skills and availability for shift work; successful candidates move through group assessments and individual interviews before placement on specific campaigns.

iContact BPO

2,500+

iContact BPO is a South African-owned business process outsourcing firm that handles customer service, technical support, collections and sales for UK and other international clients. It employs over 2,500 people and operates at a smaller scale than major competitors such as CCI or Concentrix. The company focuses on accounts that value neutral English accents, which supports above-average base pay for the sector, though the work remains standard contact-centre activity rather than specialised roles. Its main offices are in Umhlanga for KZN campaigns, plus sites in Cape Town and Durban. The Johannesburg reference appears in some employee comments but is not listed among current locations. The firm is expanding, yet its footprint stays concentrated in these three coastal centres and does not match the national reach of larger BPO groups. Staff describe a more contained work environment than high-volume operations, with less factory-like pressure and stronger emphasis on retention. Afternoon and evening shifts aligned to UK time are standard, which limits daytime availability but contributes to the reported work-life balance advantage. Career movement exists—agents have moved into team-leader positions when they demonstrate commitment—but the smaller size means fewer internal transfers or role variety than at bigger employers. The culture is noted as young and fast-paced, with performance bonuses available; those who prefer predictable hours or broad internal mobility often find the constraints noticeable. People who handle shift patterns without issue and want steadier conditions than the largest BPOs tend to stay longer. Applicants should expect standard contact-centre screening focused on accent, availability and basic customer-service experience; the company does not publish detailed hiring timelines or assessment stages beyond typical entry-level recruitment.

Webhelp South Africa

2,000+

Webhelp South Africa runs business process outsourcing operations focused on customer experience for European and international brands. Staff handle support across voice, chat, email and social media channels from delivery centres in Cape Town and Johannesburg. The company employs more than 2,000 people in South Africa and maintains service standards tied to European client expectations rather than local market norms. This produces a technically current setup compared with many domestic BPO providers, though the work remains standard contact-centre activity with added channel variety. The two main sites support clients in overlapping European time zones, which requires most agents to work afternoon and evening shifts. Pay ranges from roughly R8,000 to R20,000 per month depending on role and tenure. Training is provided for new staff, and the company lists career development as an internal priority. Post-merger integration with Concentrix has begun, and this may alter reporting lines, tools or processes over the next year. Employee ratings average 4.0 out of 5 across a small number of verified reviews. Culture and values score around 3.8 while work-life balance sits lower at 3.4, mainly due to shift patterns. People who perform well tend to manage multiple channels at once, stay consistent under volume pressure and accept non-daytime hours without frequent schedule changes. Limited public feedback means individual team experiences can differ from the overall average. Candidates comfortable with evening shifts and multichannel tools have the clearest fit. The hiring process typically includes basic assessments on communication and computer skills followed by training periods, though detailed steps are not widely published. Those seeking daytime office roles or purely local clients will find the schedule and client base restrictive.