CentrevoEmployee Reviews & Ratings

Centrevo offers a straightforward entry point into contact centre work for Johannesburg school-leavers who have Matric and want paid training before they start. New hires begin with a structured onboarding programme that covers product knowledge, call handling and basic systems. The training runs for several weeks and focuses on building confidence on the phone rather than assuming prior experience. Most people start on the floor once they can handle standard queries without constant support. Daily work involves taking inbound or outbound calls, following scripts where needed, and tracking your numbers against set targets. Shifts are fixed, the environment is team-based, and managers check in regularly on performance. The R6,000–R15,000 range plus commission means your first few months will likely sit at the lower end until you learn the accounts and improve your close rate. Clear speech and a steady manner matter more than fancy qualifications. From here, consistent performers can move into team-leader or quality roles within 12–18 months. The customer-service habits and target discipline you pick up also transfer to other BPO companies or sales positions if you later want to change employers. This is a solid first option if you live in Johannesburg or greater Gauteng, have just finished Matric, and feel ready for a role that rewards showing up and hitting daily goals. It suits people who prefer clear instructions and regular feedback over figuring everything out alone.

— ShiftMate Editorial · Centrevo worker

Centrevo in Durban operates as a mid-sized BPO and contact centre with limited public feedback, but the single detailed Glassdoor review and Indeed responses paint a consistently poor picture for frontline agents. Employees describe an environment where basic operational issues and management practices outweigh any entry-level stability the role might offer in South Africa’s competitive BPO sector. Very little positive commentary appears in the available reviews. No employees highlighted strong training programmes, supportive team culture or above-market pay. The company’s Glassdoor profile shows 1.0 scores across culture & values, diversity & inclusion, work/life balance, senior management and compensation. This suggests new starters receive little reassurance that day-to-day pressures will be managed fairly. The most repeated complaints centre on favouritism and stalled progression. One Indeed contributor stated: “They provide selected people of their favour with the opportunity to grow in the company.” Another noted raises occur only “every 2 years.” Agents report that promotion decisions feel arbitrary rather than performance-based, leaving many stuck on the same campaign for extended periods. Work/life balance scores also sit at 1.0, pointing to rigid shift patterns and limited flexibility around family or transport needs common in Durban. Pay information remains thin but concrete. Indeed lists Call Centre Representative roles at R5 500 per month based on two reported salaries. This figure sits at the lower end of South African BPO entry pay and offers little buffer against rising transport and data costs. No mention of performance bonuses, medical aid contributions or shift allowances appears in the scraped data, reinforcing the sense that compensation is basic and slow to improve. Career growth looks restricted. With only 201–500 employees and a contract-company structure, internal mobility depends heavily on personal relationships rather than transparent criteria. Reviews indicate that waiting two years for any salary adjustment is the norm, and even then it is not guaranteed for everyone. Load-shedding and commuting realities in Durban receive no direct comment in the reviews, yet the low work/life balance rating implies these external pressures compound existing frustrations rather than being accommodated. Bottom line: Centrevo suits only those who need any immediate income and can tolerate unclear promotion paths and minimal pay progression for at least two years. Anyone seeking fair management, regular increases or a supportive contact-centre environment should apply elsewhere. The current evidence gives job seekers little reason to expect better conditions than the 1.0 ratings already reflect.