Wamly Achieves B-bbee Level 3 Rating in South Africa

In Short

• Wamly has achieved a B-BBEE Level 3 rating in South Africa.
• The company says the process linked directly to job experience and supplier support, not only compliance paperwork.
• Wamly highlighted its participation in the YES Programme, which places young people into first-time work opportunities.

What Happened

Wamly said it has secured a B-BBEE Level 3 rating, a South African compliance score that measures how businesses support economic inclusion. B-BBEE stands for Broad-Based Black Economic Empowerment, a policy framework that uses a scorecard to track actions like skills development, enterprise support, and procurement.

In an update published on its site on September 23, 2026, Wamly framed the rating as more than a certificate. It said each point on the scorecard represented real outcomes, including workplace opportunities for young South Africans and support for other businesses.

A key example was its participation in the YES Programme. YES, short for Youth Employment Service, is a structured scheme that helps companies create paid work experience placements for youth who often struggle to get their first job.

Wamly also described how it used its own hiring tools to select two YES participants, Lihle and Thando. The company said candidates completed one-way video interviews, meaning applicants record answers that recruiters review later. They also completed psychometric assessments, which are standardised tests used to estimate work preferences and problem-solving style.

Why It Matters

For startups and tech companies operating in South Africa, B-BBEE ratings can affect access to corporate contracts, government work, and procurement pipelines. A stronger level can make a vendor more competitive when customers apply their own preferential procurement rules.

Wamly’s update also points to a practical angle for HR and talent teams. Screening methods like recorded interviews and structured assessments can help evaluate potential when candidates have limited formal work history.

The bigger signal is that compliance programmes like B-BBEE and YES can be positioned as workforce entry points. When companies treat them as operational hiring channels, they can build junior talent pipelines while meeting regulatory expectations.