If your job search in Botswana runs through the diamond mines, there are three doors into Debswana: the annual graduate trainee programme, the annual artisan apprenticeship intake, and direct application to advertised experienced roles on the company’s careers portal. All three end at the same gate — a pre-employment medical fitness examination — and none of them costs you a thebe.
What follows is how those routes work in Botswana specifically: the documents a Debswana advert asks for, how Jwaneng and Orapa postings behave, what the CV and the interview panel are actually scored on, and where published fact stops. Where Debswana does not publish a number, this guide says so, and it names the source and the date for every figure it does use.
What Debswana Is and Why It Matters
Debswana Diamond Company is a 50/50 joint venture between the Government of Botswana and De Beers that operates four diamond mines — Jwaneng, Orapa, Letlhakane and Damtshaa — and runs its corporate functions from a head office in Gaborone (company information and vacancies sit on the official site, debswana.com). The partnership dates to 1969, when the company was founded as De Beers Botswana Mining Company; the Government built its half share through the 1970s and the Debswana name was adopted in the early 1990s.
Debswana is Botswana’s largest private employer. Mining’s share of national output has for years been reported at roughly a fifth to a quarter of GDP, with diamonds the dominant export earner — current figures sit in the Bank of Botswana Annual Report and in the national accounts and trade releases published by Statistics Botswana. Company reporting and media statements over recent years have commonly cited a permanent workforce of around 5,000, with thousands more employed by mining, catering, security and construction contractors on its sites. No audited headcount is republished with a consistent date year to year, so treat 5,000 as an order of magnitude rather than a citable fact: it is good enough to say the contractor population on Debswana ground rivals the permanent one, not precise enough to quote in an interview. For a verifiable number, read the current Debswana annual report or a De Beers Group report and cite the year you found it in.
Three consequences follow for anyone job hunting. First, Debswana pay and conditions set the reference point that other employers in the sector are measured against, which is why artisans across the country benchmark offers to the mines. Second, the contractor ecosystem around each site produces its own stream of openings, advertised separately and on different terms. Third, because the Government owns half the company, hiring is run with an audit trail: standardised adverts, documented shortlisting, panel interviews and no informal walk-in appointments.
You can see the current sector picture by scanning Debswana mining vacancies alongside the rest of the industry, and the employer-by-employer view sits in Mining Jobs in Botswana: Employers, Pay and How to Apply.
How the ownership structure shapes recruitment
Debswana recruits like a company answering to both a commercial shareholder and a government one, and that shows up in two screening habits:
- Stated minimums are applied literally. A missing trade test class or an unevaluated foreign qualification is a filter, not a talking point.
- Citizen employment and skills transfer are policy priorities, so expatriate appointments are rare and usually confined to scarce specialist skills.
Market conditions matter too, and the published figures carry dates worth noticing:
- Production, as last published at this review (12 October 2026): De Beers Group reported Debswana output of 24.7 million carats in 2023 falling to 17.9 million carats in 2024 as rough diamond prices weakened, with production plans trimmed again through 2025. Those are full-calendar-year figures from 2024 and earlier. Carat volumes are published quarterly in De Beers Group and Anglo American production reports at debeersgroup.com, and any 2026 quarter you find there supersedes the numbers in this bullet.
- Licences and sales: the Government and De Beers concluded a new sales arrangement and long-dated mining licences in 2025 — Ministry of Minerals and Energy statements on gov.bw carry the current terms.
Because that production record stops before 2026, do not let it carry a hiring forecast on its own. On the evidence through 2025, recruitment leaned towards replacing leavers and project-driven demand rather than headcount growth. The live test is cheaper than the inference: count the Debswana adverts appearing this month, because current advert flow is a better 2026 signal than a two-year-old carat figure.
The Three Routes In: Graduate Programme, Artisan Intake and Experienced Hire
Each route has its own calendar, its own paperwork and its own competition profile. Choosing the wrong one wastes an application cycle.
1. The graduate trainee programme
Debswana runs an annual graduate trainee intake aimed at Botswana citizens who have recently completed a degree, typically in mining engineering, mechanical, electrical and mechatronics engineering, metallurgy and chemical engineering, geology, mine surveying, finance, supply chain, human resources and information technology. Trainees are placed on a structured rotation across mine and corporate functions, usually measured in months rather than weeks per placement, with a mentor and a sign-off process before confirmation into a substantive role.
Timing is the part most applicants get wrong. Debswana does not publish a fixed month for the intake, so any month quoted to you second-hand is unverified, and the window has historically been short — on the order of two to three weeks between advert and closing, with assessment activity concentrated in Gaborone. Build a weekly habit of checking the careers portal from mid-year, and keep your transcript, certified Omang copy and referee details already assembled so the window never catches you drafting documents. A missed intake costs twelve months.
2. The artisan apprenticeship and trades intake
The second door is the annual apprenticeship and artisan intake, the single largest source of long-term technical employment at the mines. Entry is built on BGCSE results with credits in mathematics and a science subject, plus a trade qualification: a national trade test certificate or an NCQF-aligned certificate in the trade you are applying for. Candidates usually come through the brigades, Gaborone Technical College, the Francistown College of Technical and Vocational Education and similar institutions, and the intake feeds plant maintenance, mine engineering and workshop functions.
Competition here is national, and it is sharpened by the history of retrenchments elsewhere in Botswana mining — experienced fitters and electricians released by other operations apply for the same posts, as covered in What Happens When a Botswana Mine Retrenches Workers. If you are a school leaver competing against that pool, the differentiators are a completed trade test class, a clean driving record and demonstrable workshop hours.
3. Experienced hire through the portal
Experienced professionals and artisans apply directly to named vacancies as they are advertised, with no intake season to wait for. The tactic that works is tracking which titles recur and keeping a tailored application ready for the next appearance instead of starting from scratch each time.
What our own board data shows — and how we counted it
The next two numbers are first-party counts from this site rather than a national vacancy survey, so here is the method. On 30 September 2026 we counted every live advert on the jobsbotswana.info board: 290 in total, of which 21 carried our editors’ Mining & Resources category tag, a tag applied at posting that groups diamond, coal and mining-contractor roles together. Debswana accounted for most of the diamond-sector adverts in that set, and most of those were at Jwaneng or in the Orapa complex. Separately, across Debswana-tagged adverts in our archive from January 2024 to September 2026, a small number of artisan and plant-maintenance titles — plus security and mine hospital posts — reappeared two to four times. That is consistent with turnover or a growing maintenance establishment, but it is a pattern in one board’s archive, not a published Debswana statement.
One snapshot also ages, so it is re-counted and re-dated at every review of this guide. If you are reading well after the review date at the foot of the page, re-run it yourself in a minute: open the board’s Mining & Resources category, note its advert count, compare it with the board total, and trust your number over ours.
The fourth door, with an asterisk: contractors
A large share of the people working on Debswana ground are not Debswana employees. Bulk earthmoving, major capital projects, catering, cleaning and parts of security are contracted out, and contractors such as the Majwe Mining joint venture at Jwaneng recruit on their own account and their own terms, some still by email. Contractor work is a legitimate way onto a mine site and into the sector’s networks. Just do not mistake it for Debswana employment: pay scales, pension arrangements, housing and job security all differ.
What Debswana Hires For — Role by Role
Diamond mining is a maintenance and processing business as much as a digging one, which is why the role mix is weighted towards trades and plant operations rather than geology. The table below groups the categories that recur in Debswana advertising and the entry requirement typically attached to each.
| Role family | Example titles | Typical minimum requirement |
|---|---|---|
| Artisans | Fitter, electrician, boilermaker, diesel plant mechanic, instrumentation technician | BGCSE plus trade test certificate or NCQF-aligned trade qualification |
| Plant and process | Process plant operator, crusher operator, recovery operator, control room operator | BGCSE with maths and science; plant operating certificate or experience |
| Mining operations | Haul truck operator, drill rig operator, shovel operator, mine foreman | Relevant operator certification and driving licence classes; supervisory posts need experience |
| Technical professionals | Mining engineer, metallurgist, geologist, mine surveyor, mechanical and electrical engineers | Degree, often with professional registration or a defined number of years on site |
| Corporate and support | Finance, supply chain, human resources, information technology, legal, communications | Degree or professional qualification (for example ACCA, CIPS, CIPD-type credentials) |
| Protection and health | Security officers and investigators, mine hospital doctors, nurses, pharmacy and laboratory staff | Trade or professional registration; health roles need Botswana Health Professions Council registration |
Non-mining staff are hired in meaningful numbers, which surprises applicants who assume a degree in accounting or nursing has no route into a diamond company. Debswana runs mine hospitals at its major sites serving employees, dependants and surrounding communities, and it has operated one of the longest-running corporate HIV treatment and wellness programmes in the region. That hospital establishment, plus protection services, is where some of the most consistent re-advertising shows up.
The split between mine site and Gaborone is lopsided: the head office carries corporate and shared-service functions, while the large majority of positions sit at Jwaneng and the Orapa, Letlhakane and Damtshaa complex. Applicants who filter only for Gaborone roles are competing for the smallest slice of the establishment. For a broader scan while you wait for a Debswana window, the board’s mining jobs category carries contractor and coal-sector postings alongside the diamond operations.
Jwaneng, Orapa, Letlhakane: Where the Work Is
Location is not a detail you can sort out after the offer. Debswana is a residential employer rather than a fly-in fly-out one, so accepting a mine-site job means moving your household to a mine town.
| Operation | Where it is | Distinction | Hiring profile |
|---|---|---|---|
| Jwaneng Mine | Southern District, roughly 170 km west of Gaborone on the A2 | The world’s richest diamond mine by value | Largest single concentration of trades, plant and mining operations roles; life-extension project work adds contractor demand |
| Orapa Mine | Central District, roughly 240 km west of Francistown | Among the largest open-pit diamond mines in the world by area | Deep bench of artisans, operators, processing and support staff |
| Letlhakane and Damtshaa | Central District, close to Orapa | Smaller operations managed with Orapa | Fewer standalone adverts; vacancies often posted for the combined Orapa, Letlhakane and Damtshaa operation |
| Head office | Gaborone | Corporate centre of the joint venture | Finance, supply chain, human resources, information technology, legal, corporate affairs; small relative to site headcount |
Damtshaa has moved in and out of care and maintenance over the past decade depending on the diamond market, so confirm its current operating status before building a relocation plan around it.
What relocation actually involves
Advertised packages normally include mine housing or a housing allowance, with the entitlement set by grade and by the collective agreement rather than negotiated case by case. Mine towns come with their own infrastructure — schools, clinics or a mine hospital, sports and recreation facilities, and shopping that is adequate rather than extensive. Orapa is access-controlled, meaning residents, dependants and visitors require authorisation to enter the town, which is a real consideration for extended family who expect to visit without notice. Jwaneng town is open, with the mine itself access-controlled.
The trade-offs worth weighing before you accept: schooling options for older children, employment prospects for a spouse in a small-town economy, travel cost and time back to Gaborone or Francistown for family and medical reasons, and whether single-status quarters are being offered instead of family housing. Ask for the housing clause, the dependants policy and the relocation support in writing. An offer letter that is silent on housing is an offer you do not yet understand.
What You Need to Apply
Debswana adverts specify documents, and incomplete applications are screened out before anyone reads your experience. Assemble the following before a window opens:
- Certified copy of your Omang (national identity card) — certification by a commissioner of oaths, police station or other authorised officer.
- BGCSE certificate or equivalent school-leaving results, with maths and science credits where the advert asks for them.
- Trade test certificate or NCQF-aligned trade qualification for artisan roles, with the trade and class stated. Class C is commonly cited as the entry floor, with Class B or A expected for senior and supervisory trades posts, but that ladder is a sector convention rather than a published Debswana rule — read the class the advert names and match it exactly.
- Degree certificate and academic transcript for professional and graduate programme roles.
- Evaluation by the Botswana Qualifications Authority (BQA) for any qualification obtained outside Botswana, so the recruiter can read its NCQF equivalence.
- Professional registration where the role requires it — for example Botswana Health Professions Council registration for clinical staff at the mine hospitals, or engineering body membership for some technical posts.
- Botswana driver’s licence, frequently required even for non-driving roles because of site mobility; operator posts specify classes, and heavy-duty or dangerous-goods endorsements appear on some adverts.
- Police clearance certificate from the Botswana Police Service.
- Pre-employment medical fitness examination — mandatory before any offer is finalised, conducted at a designated facility.
Non-citizen applicants and work permits
Non-citizens need a valid work and residence permit, and the employer must satisfy localisation requirements before appointing one, which in practice restricts the route to scarce specialist skills. Start the BQA evaluation months before the advert you want appears: it needs original or certified documents and sometimes verification letters from the awarding institution abroad, and it is the step that derails more applications than any other.
What the medical examination checks, and why it fails people
A mining pre-employment medical is a fitness-for-task assessment under Botswana’s mine safety legislation, not a formality. Expect vision and colour vision testing, audiometry, lung function, blood pressure and general physical assessment, musculoskeletal screening for manual roles, heat tolerance considerations for pit and plant work, and substance screening. Conditions that are managed and declared are usually workable; the problems arise from undeclared conditions discovered at examination, or untreated issues that make a specific task assignment unsafe. If you know you have a hearing or vision issue, get it assessed and documented in advance.
Three mistakes that repeat
- Applying for a trade you cannot certify. Years of informal workshop experience without a trade test will not clear an advert that names one.
- Uncertified copies. Plain scans of your Omang and certificates fail document checks at shortlisting stage.
- One generic application for several postings. Debswana screens against the stated requirements of a single role; a general-purpose CV reads as a mismatch for all of them.
How to Apply: Portal, Timing and What Happens Next
The careers portal on debswana.com is the application route. Hand-delivered applications are not accepted at the mines or head office. Vacancies are mirrored on the Debswana company page on jobsbotswana.info, which is useful for alerts, but the application itself is submitted on the portal.
The sequence, step by step:
- Register a portal profile once and keep it current — contact details, qualifications, licence classes and employment history. A half-complete profile costs you the fast applications.
- Upload documents as clearly named PDFs (for example Surname_Omang_Certified.pdf, Surname_TradeTest_ClassB.pdf). Screeners open dozens of files per vacancy.
- Apply to one specific reference number at a time, mirroring the advert’s language for the trade, class, licence and years of experience in your opening lines.
- Watch the closing date. Our board archive shows Debswana adverts commonly running longer than private-sector mining postings — on the order of 30 days against 14 — but graduate and specialist windows can be far shorter.
- Expect a staged selection process: document and eligibility screening, testing and interview (detailed below), reference and qualification verification, then the pre-employment medical and a written offer.
- Allow weeks, not days. One to three months from closing date to first contact is normal on high-volume artisan and operator posts, only shortlisted candidates are typically contacted, and silence after a selection round is routine rather than a lost file.
Writing an application the screeners can score
Structured screening and competency interviewing reward specificity. For an artisan post, lead with the trade, the class, the plant and equipment you have worked on, and one or two quantified outcomes. An opening that a screener can score in ten seconds looks like this:
Application for Fitter, Ref. JWN/2026/014. Trade Test Class B in Fitting and Turning (Botswana national trade test, 2021), BGCSE with credits in mathematics and physics. Four years on crushing and screening plant at a Botswana open-pit operation: conveyor pulley and gearbox changeouts completed inside planned shutdown windows, and a pump-seal standard that cut repeat failures on the slurry circuit. Valid Botswana driver’s licence, Class B.
Every field a screening matrix asks for is in those lines: trade, class, issuing authority, school results, equipment, outcome, licence. For a graduate application, replace ambition statements with the same kind of evidence — the project you ran, the data you handled, the attachment and what you produced during it.
CV formatting that survives screening
- Two to three pages, reverse chronological, with month and year dates so gaps are visible and explained rather than guessed at.
- Name the plant, fleet and systems under each role — crusher and mill types, conveyor and pump duties, haul truck class, control system — because that is the vocabulary a technical screener scans for.
- Put trade class, licence classes, endorsements and professional registration in one block near the top, with issue and expiry dates, instead of leaving them to be inferred from your attachments.
- Drop the photograph, marital status and objective statement and spend the space on shutdowns, projects and measurable outcomes.
- Name two referees who will answer their phones — a supervisor who saw your work beats a senior title who cannot describe it.
What the panel interview looks like
Panels usually run to three or four people — the hiring line manager, a human resources representative and a technical or safety specialist — scoring answers against the requirements printed in the advert. Expect:
- Competency questions mapped to those printed requirements, asked as “tell us about a time”. Answer in sequence: the situation, what you personally did, the result, and what you changed afterwards. One plant breakdown you diagnosed and fixed outscores general enthusiasm for mining.
- A safety question that carries more weight than its length suggests — a time you stopped a job, raised a near-miss or refused unsafe work, and what happened next.
- A practical or trade test for artisans and operators, sometimes the same day: measurement, fault-finding, isolation and lock-out procedure, or a machine pre-use check.
- Aptitude testing, a group exercise and a presentation for graduate and professional intakes run as an assessment centre.
- Originals of every certified copy, plus your Omang and licence, carried with you; qualification verification runs alongside selection, not after it.
Close by asking which site the post reports to, and what the next step and its timeline are. It is the cheapest way to know whether to keep applying elsewhere while you wait.
Debswana does not charge for recruitment
There is no application fee, no interview fee, no training deposit, no medical payment and no placement fee at any Debswana operation. Recruitment fraud using the Debswana name is persistent, and it typically arrives as a social media page or WhatsApp group announcing an urgent intake, an appointment letter as an image file, or a request for a deposit to secure a place, uniform or medical booking. Treat these as fraud markers: payment requests of any kind, offers made without an interview, free-mail addresses rather than official company domains, pressure to pay the same day, and requests for your Omang number together with bank details before a verified offer. Verify any purported Debswana communication against the official portal and company contact channels, and report suspected scams to the Botswana Police Service and the Department of Labour and Social Security.
Debswana Salary, Benefits and the Pension Fund
Debswana wages sit among the highest in Botswana for comparable grades, and that is where published detail stops: the company does not publish salary bands, and adverts rarely state figures. Salary-aggregator sites quoting precise Debswana pula amounts are built on small user-submitted samples and should not anchor a negotiation.
How to benchmark a Debswana salary without published bands
Three checkable comparators exist:
- Public-service scales. The Directorate of Public Service Management publishes government salary scales on gov.bw, so a graduate engineer can read exactly what a public-sector scale pays for the same qualification.
- Published industry averages. Statistics Botswana publishes average monthly earnings by industry in its earnings and multi-topic survey releases, and mining and quarrying sits at the top of those averages — the nearest verifiable picture of mine pay in the country.
- The collective agreement. If the post falls inside the bargaining unit, the wage scale for your grade comes from that agreement, which union members can ask to see.
When an offer arrives, ask for the grade code, the allowance schedule attached to it and the employer pension contribution rate, then price housing and medical cover separately and compare mine offers on total package rather than basic pay. Wider cross-sector benchmarking sits in Botswana’s Highest-Paying Jobs and the Qualifications They Require.
What can be described with confidence is the structure of a Debswana package:
- Graded basic pay, with bargaining-unit wage scales and annual adjustments negotiated with the recognised union rather than set individually.
- Site and shift-related allowances for shift work, standby, acting appointments and specific site conditions, which can form a meaningful share of take-home pay for operators and artisans.
- Housing — mine accommodation or a housing allowance according to grade and location.
- Medical cover for employees and registered dependants, with mine hospital and clinic access at the operations.
- Debswana Pension Fund membership, one of the largest occupational funds in Botswana, with assets reported in the billions of pula. It is a defined-contribution arrangement, so your eventual benefit depends on contributions and investment returns rather than a promised final salary. Read the member booklet for contribution rates, portfolio choices and the preservation and withdrawal rules.
- Leave and statutory conditions at or above the Employment Act floor, which sets paid annual leave at a minimum of 15 working days a year alongside maternity, sick and compassionate leave provisions.
- Training and development, including trade progression, bursary and study support, and the structured rotation within the graduate programme.
The Botswana Mine Workers Union and Your Rights
Debswana is a unionised employer. The Botswana Mine Workers Union (BMWU), an affiliate of IndustriALL Global Union, is the recognised representative of bargaining-unit employees at the mines, and terms for those grades — wage adjustments, allowances, housing entitlements, shift arrangements, grievance and disciplinary procedure — are set through collective bargaining rather than individual negotiation. Management and senior professional grades usually sit outside the bargaining unit and contract individually.
Three things this means for a new hire. Your basic pay movement is largely determined by the annual negotiation. The grievance and disciplinary route is procedural and documented, which protects you if you follow it and exposes you if you skip steps. And union membership is a choice you make after appointment, with subscriptions deducted by arrangement where you join.
The statutory floor underneath all of it comes from the Employment Act (CAP 47:01) on contracts, leave, termination and notice; the Trade Disputes Act 2016 on dispute resolution and mediation through the Department of Labour and Social Security (gov.bw); the Workers’ Compensation Act (CAP 47:03) on injury and occupational disease; and the Mines, Quarries, Works and Machinery Act (CAP 44:02) on health and safety duties at mines. Botswana’s mining history contains hard lessons about industrial action — the 2004 dispute at Debswana ended in mass dismissals that fed years of litigation — and the practical conclusion is to use the procedures rather than bypass them.
Before you sign, check that your contract states the job grade, the site, the housing entitlement, the pension contribution rates, the probation length and its review process, the leave cycle, and whether your grade falls inside the bargaining unit. On site, the safety obligations run both ways: you must use the issued protective equipment and follow procedure, and you are entitled to refuse work you reasonably believe is unsafe and to report it without retaliation.
A 30-Day Job Search Plan for a Debswana Role in 2026
Most people lose a Debswana window to paperwork, not to competition. Spend the next month closing that gap:
- Week 1: get certified copies of your Omang, BGCSE certificate, trade test or degree certificate and transcript. Start the BQA evaluation if any qualification is foreign.
- Week 2: apply for your police clearance certificate, renew your driver’s licence and add any endorsement your target role names. Book an eye test if you have never had one.
- Week 3: rebuild your CV around one target role family, using the formatting rules and opening-lines pattern above, and draft your safety and competency answers while the examples are fresh.
- Week 4: create or update your Debswana careers portal profile, upload the document set, and set alerts on the Debswana company page on jobsbotswana.info. Note which recurring titles you intend to apply for and prepare a tailored version for each.
Then keep the mining and resources category under weekly review. The pipeline is narrow on every count we have run — 21 of 290 live adverts on 30 September 2026 — which is exactly why the applicant with certified documents already in hand wins the short windows.
Last reviewed: 12 October 2026. Vacancy counts and advert-duration patterns are first-party data from the jobsbotswana.info board, counted on 30 September 2026 and re-counted at each review; carat production figures are from De Beers Group and Anglo American production reporting for 2023 and 2024; GDP and earnings references are from Bank of Botswana and Statistics Botswana releases; document requirements reflect the wording used in published Debswana adverts. No salary figures are stated because Debswana does not publish bands. Spotted an error, or a requirement that has changed? Send a correction through the contact page and this guide will be updated with the date of the change.
Frequently Asked Questions
Are Debswana salaries negotiable?
For bargaining-unit grades, effectively no: the wage scale and its annual adjustment come from the collective agreement negotiated with the Botswana Mine Workers Union, so arguing at interview does not move your basic pay. Outside the bargaining unit there is usually a range within the grade, but the genuinely negotiable items tend to be the start date, notice buy-out, relocation support and acting arrangements rather than the basic figure.
Can I move from a contractor job at Jwaneng or Orapa into a Debswana role?
Yes, but only by applying to an advertised vacancy on the careers portal like any external candidate — contractor service does not count as internal service and gives you no transfer right. What it does give you is site-specific value you can name in the application: completed mine inductions, hours on the actual plant and fleet, and a supervisor on site who can act as a referee.
What happens if I fail the pre-employment medical?
A fitness-for-task assessment is role-specific, so an adverse finding usually blocks one task assignment rather than all mine work — hearing loss, for example, matters differently for a control room post than for a drill crew. Where the issue is treatable, candidates are commonly re-examined after treatment and documentation. There is no fee to pay anyone to influence the outcome, and the examining facility is designated by the employer.
Does Debswana offer bursaries, internships or student attachments?
Study support and trade progression are part of the employee benefit structure, and the group has a long record of bursary and tertiary sponsorship alongside industrial attachment placements for students at Botswana institutions. These are advertised irregularly and separately from the graduate intake, so monitor the careers pages on debswana.com and your institution’s career services office rather than waiting for a general vacancy notice.
Is the Debswana Pension Fund benefit portable if I leave?
The fund is a defined-contribution arrangement, so what you leave with is the accumulated value of contributions plus investment returns, subject to the fund’s preservation and withdrawal rules and to Botswana tax treatment. On resignation the usual options are preservation inside the fund or transfer to an approved fund at your new employer. Read the member booklet for the vesting, preservation and transfer clauses before you resign, not after.
Does Debswana recruit through agencies, Facebook groups or WhatsApp?
Advertised roles are submitted on the company’s own careers portal, and no third party is mandated to collect applications or charge for access to them. Mirrors on job boards, including the Debswana company page on jobsbotswana.info, are useful for alerts only. If a vacancy exists in a forwarded message but not on the portal, treat the message as fraudulent and report it to the Botswana Police Service.
