Telesure / 1Life — Honest Reviews 2026R7,000–R20,000/month + commission · Employee Ratings & Insider Opinions

Telesure / 1Life offers a realistic first step into the contact centre industry for Matric holders who want paid training and a steady Johannesburg-based employer. New starters usually begin with four to six weeks of classroom training that covers product knowledge, systems, and call handling. After that, you move to the floor with a coach listening in on your calls for the first few weeks. The process is organised and gives you clear scripts and targets from day one, which helps if you feel unsure about what to say to customers. Most entry-level roles involve answering inbound calls for insurance products or making outbound calls to existing clients. You will spend your day on the phone, updating records, and trying to meet daily or weekly targets. The base pay starts around R7,000–R10,000, with commission pushing some people into the R15,000–R20,000 range once they get comfortable with sales. Shifts are usually fixed but can include early mornings or late afternoons. The offices in Dainfern and Riverglades are modern and secure, though parking and traffic in the area can add stress to your commute. Promotion paths exist but move slowly. Strong performers often move into team leader or quality coach roles within 18–24 months. The experience also transfers well to other BPO companies if you later want to change employers. Many people use the role to build confidence in speaking to customers and managing targets before moving into other customer-facing work. This employer suits young Gauteng candidates who have just finished Matric, live within reasonable travel distance of Dainfern or Riverglades, and need a structured environment with training. It is less ideal if you dislike phone work or need flexible hours while studying further.

— ShiftMate Editorial · Telesure / 1Life worker

Working at 1Life (part of the Telesure group) as a contact centre or BPO employee in South Africa feels like a mixed bag of decent entry-level stability and constant operational pressure. The Glassdoor data shows an overall 3.4 rating with only 61% of reviewers recommending the company and a low 39% positive business outlook. Work/life balance scores just 2.4 and senior management 2.3, while diversity and culture rate higher at 3.7 and 3.6. For someone answering calls or handling claims in Johannesburg or Cape Town sites, the day-to-day reality centres on hitting targets in a high-volume insurance environment. Employees often praise the initial training and onboarding. New staff report structured programmes that teach product knowledge and systems quickly, which helps people without prior insurance experience settle in. Some mention a relatively inclusive atmosphere compared with other BPO operations, with efforts around diversity that show in the higher category score. Pay sits roughly in line with other contact-centre roles in the sector; basic salaries for agents typically range from R12,000 to R18,000 before incentives, though exact figures vary by shift and performance. Benefits include medical aid contributions and pension/provident fund options that some reviewers note as better than smaller BPOs. The negatives appear consistently in the low work/life and management scores. Reviewers repeatedly flag rigid shift patterns, last-minute changes, and intense performance monitoring that leaves little room for personal life. Senior management is described as distant, with decisions on targets and staffing feeling disconnected from floor realities. Call volumes stay high, and pressure to convert or retain customers creates stress, especially during peak periods. Load-shedding adds another layer: sites rely on generators, but frequent power issues can disrupt systems and extend already long shifts. Transport access also matters—many employees rely on taxis or company shuttles, and late finishes after 8 pm or on weekends complicate safety and commuting in major cities. Career growth receives a middling 3.2. Internal promotions to team leader or quality roles do happen, but they are not guaranteed and often depend on consistent target achievement plus availability of openings. Several reviews suggest movement is slower than promised, with external hires sometimes filling higher positions. For contact-centre staff, the path usually stays within operations rather than moving into broader insurance functions. Bottom line: apply if you need stable BPO experience, solid training, and market-comparable pay while building insurance knowledge. Skip it if you value predictable hours, responsive management, or quick advancement—other contact centres or direct insurers may offer better balance. The data shows real weaknesses in daily pressure and leadership that training and culture do not fully offset.