Clever CallEmployee Reviews & Ratings

Clever Call gives Durban school-leavers a straightforward way into paid work without needing experience or connections. New starters begin with four to six weeks of paid training that covers call handling, systems and basic customer service. The company runs learnership programmes aimed at matriculants, so many juniors join straight from school or after a gap year. Trainers stay on the floor during the first weeks to answer questions, which helps nervous beginners settle faster than at places that throw people straight onto live calls. Once training ends, the work is steady but demanding. Shifts usually run in blocks that include early mornings, afternoons and some weekends, with transport options along the main Durban routes making it reachable by taxi or bus for most suburbs. The dress code is simple smart casual—no suits required—so first-timers don’t need to buy special clothes. Team leaders sit nearby and listen in on calls, offering quick tips rather than criticism, which keeps the atmosphere supportive even when volumes are high. Many agents who stay longer than a year move into team-leader or quality roles because the company prefers to promote from inside. Skills picked up—clear speaking, handling difficult conversations, basic computer systems—transfer to other contact centres or admin jobs later. Some people also use the time to study part-time while earning. This is a solid first step for matric holders in Durban who want a structured environment, regular pay and the chance to build confidence before deciding on longer-term plans.

— ShiftMate · Clever Call worker

Clever Call operates as a mid-sized BPO in Durban, handling inbound and outbound customer service for clients in telecoms, finance and utilities. Employee feedback across HelloPeter, Indeed South Africa and Glassdoor shows a consistent pattern: the company provides immediate employment for people with matric and basic English, but the day-to-day reality is dominated by rigid targets and high turnover. Work environment and management receive the most criticism. Reviewers repeatedly describe floor managers who focus on call statistics rather than support, with frequent mentions of “micromanagement” and public reprimands when average handling time slips. Shift patterns include evenings, weekends and compulsory overtime during campaigns, which many staff say leads to burnout within six to nine months. A smaller number of longer-serving employees note that certain teams have more reasonable team leaders, but this appears to depend heavily on the client account rather than company-wide standards. Pay and benefits sit at the lower end of the Durban BPO scale. Entry-level agents report basic salaries close to the national minimum wage plus transport and meal allowances that do not fully offset the cost of shift work. Medical aid and pension contributions are limited or absent for most contract staff. Performance bonuses exist but are described as difficult to achieve consistently because targets are adjusted upward without corresponding increases in support. Career growth and training are narrow. New hires receive two to four weeks of product and systems training, after which most remain on the same account for years. Promotions to team leader or quality analyst are infrequent and often filled internally through personal connections rather than open processes. Several former employees state they left to join larger BPOs or different industries once they had gained basic call-centre experience. This employer suits people who need quick entry into formal employment, can tolerate strict monitoring and view the role as short-term income while studying or searching for something else. It is a poor choice for anyone seeking stable hours, predictable earnings growth or meaningful skills development. Those prioritising work-life balance or long-term progression should apply elsewhere.