A detailed comparison of two major Australian Managed Service Providers.
Feature
Datacom
NTT Ltd.
Overall Score
3.1
3.0
Type
Global Enterprise
Global Infrastructure
Employees
5000-6000
2000-3000
Founded
1965
2019
Headquarters
Sydney, NSW (NZ HQ: Auckland)
Sydney, NSW (Global HQ: Tokyo)
Revenue
Private
Private
Salary Range
$75,000 - $160,000
$85,000 - $165,000
Specialties
Managed Services, Cloud Infrastructure, Data Centre, Application Development
Managed Network Services, Data Centre, Cloud, Unified Communications
Certifications
Microsoft Partner, AWS Partner, Cisco Partner, VMware Partner
Microsoft Partner, Cisco Partner, VMware Partner, Fortinet Partner
Green Flags
Privately held — no PE pressure, no quarterly earnings Low offshoring (~20%) — most work delivered locally Genuine work-life balance in most teams Rarely does mass layoffs — stable employment Largest locally-owned IT company in Australia
Competitive salaries (A$95-110K average) Global opportunities through 190,000+ employee network Technology investment in AI, cloud, IoT Good vendor partnerships
Red Flags
Below-market salaries (A$85-95K average vs A$128-138K market) Career stagnation — 'dead man's shoes' culture Internal politics favour tenure over talent Graduate program used as cheap labour pipeline Manager quality varies wildly between teams
A$677K revenue per employee — thin onshore coverage ~70% offshore ratio — highest of any major MSP Cultural integration issues from multiple acquisitions Onshore roles increasingly 'bridge' positions managing offshore delivery Client satisfaction issues with offshore quality
Worker Pros
Stability — private ownership means no restructuring cycles Work-life balance is genuinely good Local delivery — your job isn't being offshored Good graduate programs with real mentorship
Salaries are competitive relative to other MSPs Global exposure and transfer opportunities Investment in emerging technologies Good certification and training programs
Worker Cons
Salaries are 20-30% below market rate Career progression is slow — 'dead man's shoes' Manager quality varies wildly — your experience depends on your boss Innovation is limited by risk-averse culture Internal politics favour loyalty over competence
70% offshore means onshore roles are increasingly managerial Cultural friction between Australian and Indian teams Communication overhead across time zones Career ceiling for onshore staff Quality issues with offshore delivery
Both Global Enterprise and Global Infrastructure have strengths and weaknesses. Your choice depends on your priorities — whether that's career growth, salary, work-life balance, or technical exposure.
Use the side-by-side comparison tool for a deeper look, or check out individual profiles for detailed employee reviews.