TeleperformanceEmployee Reviews & Ratings

Teleperformance offers a steady entry point for Matric holders in Cape Town and Durban who want paid work and structured training without needing prior experience. New hires usually start with four to six weeks of paid training. This covers the client’s systems, call scripts, and basic customer service skills. Trainers run practice calls and tests before you move to the floor. Most people say the training feels supportive, though the volume of information can feel heavy at first if you have never worked in an office. Once live, you handle inbound or outbound calls or chats for international accounts. Shifts often include evenings and weekends, and your performance is measured against targets for call length, quality scores, and attendance. The work is repetitive, and some days the pressure to meet numbers feels intense. However, the company provides regular coaching sessions, and many team leaders started in the same seats, so support is available if you ask. Promotion paths exist but move slowly. After six to twelve months of consistent results, you can apply for team leader, quality coach, or training roles. The real value lies in the experience itself: you learn how global contact centres operate, how to handle difficult conversations, and how to use common CRM tools. These skills transfer to other BPO companies and customer service jobs outside the sector. This role suits recent Matric graduates in Cape Town or Durban who need a first full-time job, are comfortable on the phone, and can manage shift work. It is less ideal if you need strict daytime hours or dislike being measured by daily targets.

— ShiftMate Editorial · Teleperformance worker

Working at Teleperformance in South Africa as a contact centre agent comes across as a high-pressure, low-reward environment where basic operational failures and management shortcomings outweigh any surface-level perks. Local reviews on HelloPeter paint a picture of disorganisation and outright misconduct, while broader platform feedback shows only middling satisfaction. Employees occasionally praise the initial training programmes for new hires, noting that the structured onboarding helps people without prior BPO experience get up to speed on client campaigns quickly. Some mention a friendly team atmosphere on the floor and the availability of flexible shift options, which can suit students or those needing weekend work. Glassdoor summaries also highlight supportive colleagues in certain teams and opportunities for personal growth when managers are approachable. The negatives dominate recent feedback. HelloPeter reviews describe a toxic culture with repeated complaints about lack of urgency in handling employee issues, including payroll and personal data problems. One reviewer detailed how their CV details were misused after an interview no-show, resulting in a fraudulent payslip being issued with incorrect banking information—an alarming case of identity mishandling. Another flagged ongoing professionalism failures when processing important documentation. These issues compound with typical BPO complaints around strict call metrics, micromanagement, and inconsistent leadership across sites. Pay and benefits receive mixed comments but rarely stand out as competitive. Entry-level agents report basic salaries typical of the South African BPO sector, with limited overtime opportunities and benefits that do not sufficiently offset the demanding shift patterns, including nights and weekends. No standout medical aid or transport allowances are highlighted in the available reviews. Career growth appears limited in practice. While internal promotions are theoretically possible, the evidence suggests high turnover and inconsistent recognition of performance, making advancement feel more like luck than a reliable path. Many agents leave within the first year due to burnout rather than moving up. Bottom line: Apply only if you need immediate entry-level BPO experience and can tolerate poor communication and metric-driven stress. Anyone seeking stable management, fair data handling, or decent long-term prospects should look at competitors with stronger local reputations.