Telkom SAEmployee Reviews & Ratings

Telkom offers one of the more structured entry points into formal work for young South Africans who have just finished school and want proper training rather than being thrown in at the deep end. Many of their learnership and internship programmes are aimed at matriculants with no prior work experience. Selected candidates receive paid training that covers both technical skills and workplace basics, often running for 12 months. Onboarding tends to be hands-on, with new hires paired with more experienced staff who show them the systems used in customer service, sales support or network operations. The company actively recruits in Centurion, Johannesburg and Cape Town, and school-leavers who can demonstrate basic computer literacy and a willingness to learn usually make the shortlist. Once placed, junior staff often start in call-centre or front-line support roles. Shifts are common, including some evening and weekend options, but the rosters are usually published in advance so people can plan around transport. Offices sit near major taxi and train routes in all three cities, which helps cut commuting costs. The dress code is generally smart casual, so new employees do not need to buy expensive work clothes straight away. Team culture at entry level is described as patient rather than high-pressure; managers expect questions and many teams include other young people who started the same way. Internal movement is realistic. People who perform well are often moved into permanent positions after their learnership, and some progress into supervisory or specialist technical roles over a few years. Skills picked up in customer systems, data handling and basic network knowledge transfer to other telecoms or IT companies if someone later decides to move on. This is a solid choice for matric holders in Gauteng or Cape Town who want their first proper job with training, regular pay and a chance to stay in one organisation while they build experience.

— ShiftMate · Telkom SA worker

Telkom SA functions more like a classic state-linked entity than a competitive private telecoms operator. Employees describe a workplace defined by job security and steady benefits alongside slow processes, internal politics and limited momentum. Reviews across HelloPeter, Indeed South Africa and Glassdoor repeatedly note that the company provides a reliable pay cheque and medical aid, yet many staff feel the organisation has not modernised its culture or performance standards. Work environment and management draw the strongest criticism. Reviewers frequently mention excessive bureaucracy, multiple layers of approval and decision-making that drags on for months. Middle and senior management are often described as risk-averse and focused on compliance rather than delivery. Transformation and BEE requirements surface repeatedly as both a source of tension and a factor in promotion decisions, with some employees reporting that race and connections outweigh performance. Work-from-office expectations remain high in Centurion and Johannesburg, and cross-functional collaboration is hampered by siloed departments. Positive comments usually centre on long-serving colleagues who create pockets of stability and institutional knowledge. Pay and benefits are viewed as average to slightly above average for the public-sector-adjacent space. Medical aid, pension contributions and leave packages are regarded as solid, and unionised staff enjoy protection against arbitrary dismissal. However, base salaries lag behind private-sector telecoms and IT firms, especially for technical and specialist roles. Annual increases are often described as modest and not always linked to individual performance. Career growth and training receive mixed feedback. Formal programmes exist, yet many employees report that meaningful advancement depends more on tenure and internal networks than on skills development. High performers frequently complain that promotions are slow and that external candidates or politically connected individuals are sometimes favoured. Staff who value structured learning and clear progression paths tend to leave within three to five years. This employer suits people who prioritise stability, medical cover and protection from retrenchment over rapid advancement or dynamic leadership. Those seeking merit-based progression, competitive market pay or an agile environment should look elsewhere.