ICT & IT Jobs in Pretoria

IT Support Technician

R8,000–R14,000/month

Service Desk / Help Desk Agent

R7,500–R12,000/month

Junior Software Developer

R15,000–R25,000/month

Network Technician

R10,000–R16,000/month

Data Analyst

R14,000–R22,000/month

Cybersecurity Analyst

R18,000–R30,000/month

Junior Systems Administrator

R14,000–R22,000/month

Web Developer

R10,000–R20,000/month

BCX is a Telkom subsidiary that provides managed ICT services, cloud hosting, networking, and software solutions to large South African corporations and government departments. It operates as one of the bigger players in the local market, employing over 6,000 people and handling infrastructure and support contracts that smaller firms often cannot scale. Its work covers day-to-day network maintenance, systems administration, and digital transformation projects, though much of the revenue still ties back to Telkom’s traditional fixed-line and enterprise base rather than pure growth areas like cloud-native development. The company maintains offices in Johannesburg, Pretoria, Cape Town, and Durban, with a particularly strong presence in KwaZulu-Natal. This national spread supports both on-site client work and regional graduate and learnership intakes. Staff numbers are concentrated in the major metros, where teams handle everything from data-centre operations to field support. Because it is part of the Telkom Group, BCX inherits some of the parent’s legacy systems and processes, which can slow decision-making compared with newer entrants in the sector. Day-to-day work occurs inside a large corporate structure where advancement depends on internal visibility and networking as much as technical output. Employees who stay in stable support or operations roles often report predictable hours and benefits, including parental leave and the company’s feminine health leave policy. Those who want faster progression must actively seek exposure to newer divisions such as cloud and applications; otherwise they risk remaining in legacy areas facing cost pressure. The environment suits people who prefer defined processes and institutional backing over rapid change or startup-style autonomy. Graduates and mid-level IT staff looking for structured training programmes and national mobility may find entry points through the learnership and graduate routes. The hiring process typically involves online applications, technical assessments, and panel interviews that focus on core infrastructure skills. Candidates should review which business units are growing before applying, as alignment with declining legacy work can limit long-term options inside the group.

Datacentrix is a JSE-listed ICT systems integrator that delivers infrastructure, cloud, security and managed services to large South African enterprises and public sector organisations. It does not target small or mid-sized businesses. The company maintains a workforce of more than 2,000 employees and generates revenue through long-term contracts that require ongoing delivery against service levels rather than one-off sales. Its operations are concentrated in four cities: Johannesburg, Durban, Cape Town and Pretoria. These offices support national clients that need on-site presence for implementation and support. Johannesburg serves as the largest hub, with the other locations handling regional accounts and local project teams. Staff distribution follows client density, so technical and project roles are more numerous in Gauteng than in the coastal offices. Day-to-day work centres on enterprise projects with fixed deadlines and client SLAs. Graduate and learnership programmes provide a formal entry route for ICT graduates, and the company sponsors vendor certifications such as Cisco, Microsoft and VMware. Career movement is mainly technical, progressing through project delivery and specialisation. The pace suits people who handle structured processes and repeated audits, but the same structure creates pressure when projects slip or clients escalate issues. Those without strong technical grounding or tolerance for bureaucracy tend to leave within the first two years. The company recruits primarily through its annual graduate and learnership intake. Candidates with relevant certifications already in hand have an advantage. The process includes technical assessments, interviews and reference checks focused on delivery capability. It fits graduates who want exposure to large-scale environments and are prepared for competitive selection and sustained performance targets. It offers less appeal to those seeking flexible hours, rapid promotion outside technical tracks or work with smaller clients.

Altron is a JSE-listed South African ICT group that provides systems integration, managed services, software solutions, security and telematics through divisions including Altron Systems, Netstar and Altron Digital Business. It serves corporate and public-sector clients across multiple industries with technology that supports operations, connectivity and asset tracking. The group employs over 4,000 people and remains one of the larger domestically owned technology employers in the country, though parts of its business still rely on older contracts and infrastructure that are under pressure to modernise. Its main operations sit in Johannesburg, Pretoria, Durban and Cape Town, with smaller teams in other provinces. The Johannesburg and Pretoria offices handle most head-office and systems-integration work, while Durban and Cape Town focus on regional support and Netstar activities. As a long-standing national employer since 1965, Altron maintains a visible presence in all major centres, but decision-making and larger projects tend to concentrate in Gauteng. Day-to-day work is typical of a large corporate with multiple business units: structured processes, formal reporting lines and access to vendor training and graduate programmes. Engineers, developers and technicians can move between divisions if they actively seek opportunities, and the company invests in certifications. At the same time, internal mobility is not automatic, legacy units can feel slow to change, and staff often need to manage their own career progression rather than expect clear paths. Those who do well tend to be self-directed, comfortable with bureaucracy and willing to switch teams when projects end. The company suits people looking for stable employment in established South African technology operations, particularly graduates or mid-career technical staff who value training support and do not mind navigating a big organisation. Hiring usually starts with online applications through the group portal, followed by interviews and technical assessments; graduate intakes run on annual cycles. Candidates should expect standard corporate selection steps rather than fast-moving startup processes.