A detailed comparison of two major Australian Managed Service Providers.
Feature
Codux
NTT Ltd.
Overall Score
3.7
3.0
Type
Boutique / High-Growth
Global Infrastructure
Employees
10-30
2000-3000
Founded
2018
2019
Headquarters
Spotswood, VIC
Sydney, NSW (Global HQ: Tokyo)
Revenue
Private
Private
Salary Range
$70,000 - $110,000
$85,000 - $165,000
Specialties
Microsoft 365, Teams & Modern Workplace, Cloud Migration, Cybersecurity, IT Advisory / vCIO, Digital Transformation
Managed Network Services, Data Centre, Cloud, Unified Communications
Certifications
Microsoft Partner
Microsoft Partner, Cisco Partner, VMware Partner, Fortinet Partner
Green Flags
Modern, software-first approach to IT services Strong focus on Microsoft 365 and Teams expertise Flexible work culture with emphasis on learning Boutique advisory model (vCIO) differentiates from commoditised MSPs Positive client testimonials across multiple sectors
Competitive salaries (A$95-110K average) Global opportunities through 190,000+ employee network Technology investment in AI, cloud, IoT Good vendor partnerships
Red Flags
Very small scale limits career progression Below-market pay for senior roles vs enterprise MSPs Limited brand recognition outside Melbourne Boutique size means less job security during downturns Narrow technology stack focus (heavily Microsoft-centric)
A$677K revenue per employee Γ’β¬β thin onshore coverage ~70% offshore ratio Γ’β¬β 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
Modern tech stack with Microsoft-centric focus Flexible, contemporary work culture Strong emphasis on learning and development Direct client exposure across strategy and delivery Autonomy and ownership of work
Salaries are competitive relative to other MSPs Global exposure and transfer opportunities Investment in emerging technologies Good certification and training programs
Worker Cons
Small scale limits career progression Below-market pay for senior roles Limited brand recognition outside Victoria Heavy reliance on Microsoft ecosystem Less structured HR/P&C than larger firms
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 Boutique / High-Growth and Global Infrastructure have strengths and weaknesses. Your choice depends on your priorities β 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.
Contract red flags, salary data, and industry analysis. No spam.
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