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Email: info@neftaly.net Call/WhatsApp: + 27 84 313 7407

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Neftaly is a Global Solutions Provider working with Individuals, Governments, Corporate Businesses, Municipalities, International Institutions. Neftaly works across various Industries, Sectors providing wide range of solutions.

Neftaly Email: info@neftaly.net Call/WhatsApp: + 27 84 313 7407

Written by

Lerato Tsebe

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  • Neftaly: A Game Changer for Freelancers in 2025

    Neftaly: A Game Changer for Freelancers in 2025

    Neftaly: A Game Changer for Freelancers in 2025

    In the ever-evolving landscape of freelancing, staying ahead means embracing platforms that not only connect talent with opportunity but also empower professionals to grow sustainably. Enter Neftaly — the revolutionary freelance platform transforming how freelancers operate in 2025.

    Why Neftaly Stands Out

    Unlike traditional freelance marketplaces, Neftaly offers a comprehensive ecosystem tailored to freelancers’ needs. It integrates cutting-edge AI tools to match skills with projects precisely, eliminating the tedious hunt for gigs. Freelancers can showcase verified portfolios, gain credibility through peer endorsements, and access a diverse range of job categories — from tech and creative arts to consultancy and beyond.

    Empowering Freelancers Beyond Projects

    Neftaly isn’t just about job matching. It provides an all-in-one workspace with built-in invoicing, tax assistance, and contract management, simplifying the business side of freelancing. Neftaly’s learning hub delivers curated courses and webinars, ensuring freelancers sharpen their skills and remain competitive in a fast-paced market.

    Community and Collaboration

    Freelancers often work in isolation, but Neftaly breaks this mold by fostering a vibrant community. Through interactive forums, networking events, and collaboration tools, freelancers can connect, share knowledge, and even partner on larger projects, driving collective growth.

    Financial Stability and Growth

    One of the biggest challenges freelancers face is income unpredictability. Neftaly addresses this with innovative features like advance payment options, milestone-based releases, and access to microloans, helping freelancers manage cash flow and plan for the future confidently.

    Sustainability and Inclusivity

    Neftaly is committed to inclusivity, welcoming freelancers from diverse backgrounds and offering multilingual support and accessibility options. Its sustainability initiatives encourage eco-friendly freelancing practices, aligning with the global push toward responsible work.

    Conclusion

    For freelancers in 2025, Neftaly isn’t just another platform — it’s a game changer. By combining technology, community, and practical tools, Neftaly empowers freelancers to thrive in a competitive market, turning passion into a sustainable profession.

  • Neftaly for High-Income Freelancers: How to Reach $10K Months

    Neftaly for High-Income Freelancers: How to Reach $10K Months

    Neftaly: High-Income Freelancers — How to Reach $10K Months

    Reaching consistent $10K months as a freelancer may seem like a lofty goal, but with the right strategies, discipline, and mindset, it is absolutely achievable. At Neftaly, we empower freelancers to scale their businesses, increase their income, and create sustainable success in the gig economy. Here’s how you can join the ranks of high-income freelancers and break the $10K/month barrier.

    1. Choose a High-Demand, High-Value Niche

    Success begins with specialization. Generalists struggle to stand out, while experts command higher rates. Focus on a niche where your skills solve expensive problems — such as digital marketing, copywriting, software development, UI/UX design, or financial consulting. Know your market, and position yourself as a premium solution provider.

    2. Package and Price Your Services Strategically

    Charging hourly caps your income. Instead, create value-based packages that align with client outcomes. For example, rather than billing $50/hour for graphic design, offer a $2,000 brand identity package. When clients understand the transformation you’re offering, they focus less on the price and more on the result.

    3. Build a Magnetic Personal Brand

    High-paying clients work with freelancers they trust. Use platforms like LinkedIn, Instagram, and personal websites to share your work, insights, and client results. Show authority through blogs, testimonials, and a clear message. Become known for what you do best.

    4. Create Recurring Revenue Streams

    One-off projects lead to unpredictable income. Secure long-term contracts, retainers, or monthly service packages. For example, offer ongoing social media management or content writing for a fixed monthly fee. Stability plus scalability is the formula for growth.

    5. Master Client Acquisition

    Don’t wait for clients to come to you — build a system to consistently attract them. This includes:

    • Optimizing your profiles on freelance platforms
    • Networking strategically
    • Running targeted outreach campaigns
    • Asking for referrals from happy clients

    A consistent pipeline is key to consistent $10K months.

    6. Deliver Exceptional Results

    High income is sustained by high performance. Overdeliver, communicate proactively, and build lasting relationships. Satisfied clients become repeat customers and powerful advocates.

    7. Treat Freelancing Like a Business

    Separate your freelance work from a side hustle mindset. Track your metrics, set goals, invest in tools, upskill regularly, and plan for growth. High-income freelancers work on their business, not just in it.

    8. Leverage Systems and Outsourcing

    To scale beyond your own time, automate and delegate. Use project management tools, templates, and virtual assistants to reduce workload. This frees you up to focus on client strategy, sales, and growth.

    9. Invest in Mentorship and Community

    Surround yourself with other successful freelancers. Join masterminds, hire coaches, or participate in platforms like Neftaly to gain insights, accountability, and support.

    Conclusion

    $10K months aren’t reserved for the lucky — they’re for the prepared. With the right niche, strategy, and mindset, your freelance business can become a high-revenue, purpose-driven career. Neftaly is here to help you unlock that potential.

    Let’s build your $10K journey — one smart move at a time.

    Ask ChatGPT

  • Neftaly for 3D Modelers and CAD Experts

    Neftaly for 3D Modelers and CAD Experts

  • Neftaly & Web3: What It Means for Freelancers

    Neftaly & Web3: What It Means for Freelancers

  • Neftaly How to Optimize the Recruitment Process for Neftaly Consultants

    Neftaly How to Optimize the Recruitment Process for Neftaly Consultants

    Neftaly Topic List for SCMR-12 (Consultants Opportunities Management):

    “How to Optimize the Recruitment Process for Neftaly Consultants”
    Featured in Neftaly Monthly January – SCMR-12: Quarterly Consultants Opportunities Management
    Produced by Neftaly Jobs Office under Neftaly Marketing Royalty SCMR

    1. Introduction to Neftaly Consultants Opportunities Management (SCMR-12)

    • Overview of Neftaly’s Consultant Recruitment Framework
    • Importance of Consultants in Neftaly’s Strategic Operations
    • SCMR-12 as a Comprehensive Guide to Improving Consultant Opportunities and Processes

    2. Key Challenges in the Consultant Recruitment Process

    • Identifying Talent Gaps and Opportunities within Neftaly’s Operations
    • Balancing Diverse Consultant Skills and Market Needs
    • Managing Global and Regional Consultant Networks
    • Consultant Engagement and Retention Issues
    • Technological Gaps in Recruitment Tools and Platforms

    3. Enhancing Talent Sourcing for Consultants

    • Utilizing Neftaly’s Network and Partnerships for Talent Sourcing
    • Leveraging Social Media Platforms and Professional Networks (LinkedIn, etc.)
    • Collaborating with Universities, TVET Colleges, and Graduate Programs
    • Global Sourcing: Finding International Expertise for Specialized Roles
    • Diversity and Inclusion Initiatives in Consultant Recruitment

    4. Developing an Efficient Consultant Screening Process

    • Streamlining Consultant Application Procedures
    • Creating Targeted Questionnaires and Pre-screening Assessments
    • Using AI and Automation Tools to Pre-Screen Applications
    • Designing Role-Specific Evaluation Methods
    • Case Study: Neftaly’s Best Practices for Consultant Screening

    5. Optimizing Consultant Interview and Evaluation Process

    • Defining Clear Interview Criteria for Consultants
    • Remote and Hybrid Interviewing Techniques (Video Conferencing, AI Tools)
    • Panel Interviews and Group Evaluations for Senior Consultants
    • Conducting Skill-Based Assessments and Simulations
    • Neftaly’s 360-Degree Feedback System for Consultant Interviews

    6. Effective Onboarding Strategies for Consultants

    • Customized Onboarding Programs for Consultants Based on Role
    • Setting Clear Goals and Expectations During Onboarding
    • Providing Access to Neftaly’s Internal Resources and Tools
    • Continuous Onboarding: Supporting Consultants with Regular Training
    • Creating Mentorship Programs for New Consultants

    7. The Role of Technology in Consultant Recruitment

    • Neftaly’s Digital Recruitment Platforms: Features and Innovations
    • Integrating AI-Powered Recruiting Systems (e.g., Chatbots, Applicant Tracking)
    • Data-Driven Recruitment Decisions: Using Analytics to Improve Processes
    • Mobile-Friendly Recruitment Solutions for Consultants on the Go
    • Automating Administrative Tasks: Saving Time and Resources

    8. Performance Metrics for Consultant Recruitment Success

    • Key Performance Indicators (KPIs) for Measuring Recruitment Effectiveness
    • Time-to-Hire: Reducing Delays in the Consultant Recruitment Cycle
    • Cost-Per-Hire: Budget Optimization for Consultant Recruitment
    • Candidate Experience: Ensuring Positive Interactions Throughout the Process
    • Consultant Retention Rate: Monitoring Long-Term Success of Recruitment

    9. Building Long-Term Relationships with Neftaly Consultants

    • Strategies for Consultant Retention and Engagement
    • Contract Renewals and Repeat Opportunities for Consultants
    • Consultant Feedback Loops: Continuous Improvement through Input
    • Offering Competitive Compensation and Benefits for Consultants
    • Neftaly’s Loyalty Programs and Consultant Rewards

    10. Case Studies and Success Stories

    • Success Story: Neftaly’s Rapid Consultant Expansion in a Specific Sector (e.g., Education, Health, etc.)
    • Case Study: Leveraging Technology to Cut Recruitment Time by 30%
    • Interview with a Neftaly Consultant: The Recruitment Experience
    • How Neftaly Achieved Consultant Diversity through a Targeted Recruitment Campaign

    11. Legal and Compliance Considerations in Consultant Recruitment

    • Ensuring Legal Compliance with Local and International Hiring Laws
    • Managing Consultant Contracts, Intellectual Property, and NDAs
    • Handling Data Protection and Privacy in the Recruitment Process
    • Neftaly’s Policy on Equal Opportunities and Fair Hiring Practices

    12. The Future of Consultant Recruitment at Neftaly

    • Emerging Trends in the Consulting Industry and their Impact on Recruitment
    • The Role of Remote and Gig-Based Consultants in Neftaly’s Future Plans
    • Adapting to Changing Market Needs: Anticipating Skills Gaps and New Roles
    • Building a Flexible and Scalable Recruitment Model for Consultants
    • Long-Term Vision: Creating a Global Consultant Network for Neftaly

    13. Conclusion

    • Recap of Key Strategies for Optimizing the Recruitment Process
    • Final Thoughts on Continuous Improvement and Innovation in Consultant Opportunities Management
    • Call to Action: Partnering with Neftaly to Build a Strong Consultant Network
  • Neftaly Ensure 100% Internship-to-Employment Conversion for Top Performers

    Neftaly Ensure 100% Internship-to-Employment Conversion for Top Performers

    Objective:

    To ensure that top-performing interns successfully transition into full-time employment within Neftaly, achieving a 100% conversion rate for high-performing individuals. Additionally, the target is to have at least 50% of all apprentices transition into full-time roles within Neftaly, with a specific focus on high performers from the Neftaly Monthly January SCMR-12 Apprenticeship Cohort and Neftaly Quarterly Apprenticeship Opportunities Management Program.

    Key Performance Indicators (KPIs):

    1. Internship-to-Employment Conversion Rate:
      • Achieve a 100% employment conversion rate for the top-performing interns.
      • Ensure at least 50% of all apprentices, regardless of performance level, transition into full-time roles.
    2. Retention of High Performers:
      • Establish mechanisms to identify, track, and assess the performance of interns during their apprenticeship period.
      • Retain high performers from the Neftaly Monthly January SCMR-12 Apprenticeship Cohort for full-time employment at Neftaly.
    3. Success Rate of Apprenticeship Opportunities Management:
      • Efficiently manage apprenticeship programs to ensure optimal learning and skill development, improving the overall conversion rate of apprentices to full-time roles.
      • Ensure that at least 50% of apprentices from the Quarterly Apprenticeship Opportunities Management Program transition to full-time positions.

    Strategic Steps:

    1. Performance Monitoring and Evaluation:
      • Develop a detailed performance evaluation system to monitor the progress and skills development of each apprentice throughout the quarter.
      • Use key performance metrics such as skill acquisition, project completion, collaboration, leadership potential, and innovation in their work to identify top performers.
    2. Skill Development and Training:
      • Provide targeted training sessions focused on enhancing the technical, communication, and leadership skills of the apprentices.
      • Offer specialized mentorship programs for high performers, ensuring they are equipped with the necessary skills to take on full-time roles.
      • Integrate real-world projects and hands-on experience into the apprenticeship curriculum to better prepare apprentices for transition into employment.
    3. Mentorship and Support Programs:
      • Assign experienced mentors to each apprentice to guide them through their learning process and track their development.
      • Provide additional mentorship and support for high performers, ensuring they are on the path to long-term success within Neftaly.
    4. Career Development Planning:
      • For top-performing apprentices, initiate individual career development plans that include a clear trajectory for transitioning from apprentice to full-time employee.
      • Focus on creating tailored opportunities within Neftaly that align with the apprentices’ strengths and long-term career goals.
    5. Apprenticeship Program Management:
      • Implement efficient program management strategies to ensure smooth operations of the Neftaly Quarterly Apprenticeship Opportunities Management Program.
      • Ensure that the program provides a clear pathway to employment by fostering collaboration, networking, and knowledge sharing among apprentices and Neftaly teams.
    6. Feedback and Improvement Mechanisms:
      • Conduct monthly performance reviews with apprentices and their supervisors to identify areas of improvement and ensure continuous progress.
      • Use feedback from these reviews to adjust training programs, project assignments, and mentorship pairings where necessary.
    7. Employment Offer Process:
      • Establish a streamlined employment offer process for top performers, with clear timelines for extending full-time offers.
      • Ensure that employment offers are competitive, factoring in the apprentices’ performance and market standards.
    8. Networking and Integration:
      • Organize networking events to introduce apprentices to various teams and departments within Neftaly, fostering relationships that will help with a smooth transition to full-time roles.
      • Ensure apprentices are integrated into Neftaly’s culture and team dynamics early on, promoting a sense of belonging and commitment.

    Challenges and Mitigation Strategies:

    1. Challenge: Identifying Top Performers
      • Mitigation: Create a robust evaluation system with clear, measurable criteria for identifying and tracking high-performing apprentices.
    2. Challenge: Ensuring a High Transition Rate
      • Mitigation: Provide continuous training and mentorship to ensure apprentices are well-prepared for full-time roles. Collaborate with HR to ensure employment offers are timely and attractive.
    3. Challenge: Balancing Apprenticeship and Operational Goals
      • Mitigation: Integrate apprentices into real-world Neftaly projects where their contributions can add value, ensuring they develop the skills needed for employment while contributing to the organization’s success.

    Conclusion:

    By setting clear goals, offering targeted support, and establishing efficient management and evaluation processes, Neftaly aims to convert 100% of its top-performing apprentices into full-time employees while achieving at least a 50% overall conversion rate from its apprenticeship programs. These efforts will not only retain high-performing individuals but also ensure that Neftaly continues to foster talent development and sustain long-term organizational growth.

  • Neftaly Target Goals for the Quarter: Promote 5 New Apprenticeship Positions

    Neftaly Target Goals for the Quarter: Promote 5 New Apprenticeship Positions

    Objective:

    Promote and manage at least five new apprenticeship positions within Neftaly, focusing on enhancing the workforce in various departments, including Marketing, Sales, Operations, and Creative. This initiative is part of the “Neftaly Quarterly Apprenticeships Opportunities Management” strategy outlined in the Neftaly Monthly January SCMR-12 report.

    Detailed Goals:

    1. Apprenticeship Program Structure:
      • Develop a well-defined apprenticeship program tailored to the needs of Marketing, Sales, Operations, and Creative departments.
      • Outline clear learning objectives, tasks, and responsibilities for each apprenticeship role, ensuring alignment with Neftaly’s overall business goals.
      • Establish an evaluation and feedback mechanism to assess apprentice progress and ensure skill development.
    2. Roles to be Advertised:
      • Marketing Apprenticeship: Focused on digital marketing, social media management, content creation, and campaign analytics.
      • Sales Apprenticeship: Emphasizing client engagement, lead generation, sales funnel management, and CRM systems.
      • Operations Apprenticeship: Involving process optimization, project management, and supply chain/logistics management.
      • Creative Apprenticeship: Centered around graphic design, multimedia production, and creative strategy.
      • Wildcard Apprenticeship: Flexible role determined by the evolving needs of Neftaly’s projects in either department or an emerging area.
    3. Advertisement and Promotion:
      • Online Job Portals: Post the apprenticeship openings on major job search platforms, such as LinkedIn, Indeed, and regional job boards targeting youth and recent graduates.
      • Social Media Campaign: Run a strategic social media campaign on platforms like Facebook, Instagram, and Twitter, emphasizing Neftaly’s commitment to youth development and skill-building.
      • Partnerships with Educational Institutions: Partner with universities, technical colleges, and other educational bodies to promote these apprenticeship opportunities directly to students.
      • Email Campaign: Launch an email marketing campaign to Neftaly’s existing database of job seekers, partners, and educational institutions, detailing apprenticeship opportunities and application deadlines.
      • Career Fairs and Webinars: Attend career fairs and host online webinars to promote the apprenticeship program and educate potential candidates on Neftaly’s work culture, expectations, and career development opportunities.
    4. Apprenticeship Management:
      • Candidate Shortlisting and Interviews: Use structured application forms and criteria-based evaluation to shortlist qualified candidates for interviews. Organize panel interviews with department heads to ensure the best candidates are selected for the respective roles.
      • Onboarding Process: Develop a seamless onboarding process for new apprentices, including training materials, job shadowing opportunities, and mentorship programs.
      • Learning and Development Plans: Create individualized learning and development plans for each apprentice, including weekly goals, mentor sessions, and performance reviews.
      • Project Assignments: Ensure that apprentices are assigned to meaningful projects within their departments, allowing them to gain practical experience and contribute to Neftaly’s operational success.
    5. Monitoring and Reporting:
      • Monthly Reporting: Track and report on the progress of the apprenticeship program in monthly team meetings. Each department head will be responsible for providing feedback on the apprentices’ contributions and development.
      • Key Performance Indicators (KPIs): Set measurable KPIs, such as completion of assigned tasks, learning progress, project contributions, and satisfaction ratings from both apprentices and mentors.
      • Quarterly Review: At the end of the quarter, review the success of the apprenticeship program against the target goals. Collect feedback from apprentices and mentors to identify areas for improvement in the next cycle.
    6. Quarterly Targets and Success Metrics:
      • Apprenticeship Fulfillment Rate: Ensure that all five apprenticeship positions are filled within the first month of the quarter.
      • Marketing Reach and Engagement: Track the reach and engagement of job advertisements across various platforms, aiming for a 20% increase in applications compared to the previous quarter.
      • Candidate Quality: Evaluate the quality of applications and aim for a 50% conversion rate from applications to shortlisted candidates.
      • Apprentice Retention: Aim to retain all apprentices throughout the program by providing a supportive learning environment and clear progression pathways.
      • Impact on Departments: Measure the impact of apprentices on their respective departments, such as increased productivity, new ideas and innovations, and positive contributions to ongoing projects.

    Strategic Alignment with Neftaly’s Vision:

    This apprenticeship promotion aligns with Neftaly’s mission to empower youth by providing them with valuable work experience and fostering skills that can contribute to their long-term career success. By targeting critical departments within the organization, this initiative supports Neftaly’s growth while simultaneously investing in the development of future leaders.

  • Neftaly Design and Implementation of Volunteer Filters for Neftaly Monthly January SCMR-12:

    Neftaly Design and Implementation of Volunteer Filters for Neftaly Monthly January SCMR-12:

    Neftaly Monthly January SCMR-12: Neftaly Monthly Volunteer Opportunity Filters: Filter by Type of Volunteer Work or Location by Neftaly Jobs Office under Neftaly Marketing Royalty

    Overview:

    The “Neftaly Design and Implementation of Volunteer Filters” is a key system developed under the Neftaly Jobs Office, in collaboration with the Neftaly Marketing Royalty division, to provide a seamless and intuitive user experience for volunteers. This system focuses on ensuring that volunteers can easily browse, identify, and apply for volunteer opportunities according to their preferences and needs. The filters will be incorporated into the Neftaly Monthly platform, specifically for the January SCMR-12 edition of the “Neftaly Monthly Volunteer Opportunity” segment.

    Primary Goals:

    • Create a user-friendly and intuitive filtering system that enhances the volunteer experience.
    • Allow volunteers to filter opportunities by various categories such as type of volunteer work or location, providing personalized and relevant results.
    • Ensure that the filtering system is easily accessible from the Neftaly Monthly platform and provides accurate and up-to-date information.

    Key Features of the Volunteer Filters:

    1. Filter by Type of Volunteer Work:

    • Categories of Volunteer Work:
      • Environmental Conservation
      • Community Development
      • Education and Tutoring
      • Health and Wellness
      • Event Management
      • Fundraising and Donor Support
      • Technology and IT Support
      • Marketing and Social Media
      • Administrative and Office Support
      • Youth and Mentorship Programs

    Volunteers will be able to select one or more categories from the above list to view specific volunteer opportunities that align with their skills, interests, and availability. The filtering system will include checkboxes or dropdown menus to make selection easy.

    • Custom Search: Volunteers may enter specific keywords, such as “tutoring” or “healthcare support,” to fine-tune their search and quickly find opportunities that fit their criteria.
    • Filter by Commitment Level: Volunteers can select filters based on the level of commitment required, such as:
      • One-time events
      • Short-term projects (under 1 month)
      • Long-term projects (over 1 month)
      • Ongoing opportunities

    2. Filter by Location:

    • Global and Regional Options: The filtering system will provide options for volunteers to choose from a list of locations:
      • Global Opportunities (Remote)
      • South Africa
      • Mozambique
      • Botswana
      • Zambia
      • Namibia

    Volunteers can filter by country or region to find opportunities in their preferred geographic area. The filter will display opportunities specific to regions where Neftaly operates or has partner organizations.

    • Proximity-Based Search: An advanced filter will allow volunteers to search based on proximity using their current location or a preferred radius (e.g., 10 km, 20 km) to discover local volunteering options.

    3. Additional Filters:

    • Skill-Based Filters: Volunteers can filter opportunities based on specific skill sets, such as:
      • Communication and Public Speaking
      • Project Management
      • Digital Marketing
      • Graphic Design
      • Software Development
      • Fundraising and Donor Relations
    • Opportunity Duration:
      • Short-term opportunities (e.g., event-based)
      • Medium-term opportunities (e.g., 1-3 months)
      • Long-term opportunities (e.g., 6 months or more)
      • Ongoing volunteer opportunities
    • Virtual vs. On-Site: Volunteers can filter based on whether the opportunity is:
      • Remote/Virtual
      • On-site (with specified location)
    • Cause-Based Filtering: Volunteers can select causes they care about, such as:
      • Poverty Alleviation
      • Environmental Sustainability
      • Youth Empowerment
      • Gender Equality
      • Health and Well-being

    This filter will allow volunteers to align their passions with their volunteer work, making the process more fulfilling and meaningful.

    User Interface and Experience:

    • Intuitive Design: The filtering system will be designed with simplicity and ease of use in mind. A clean interface with large, easy-to-read filters, clear labels, and visible search results will ensure a smooth user journey. Volunteers will be able to apply multiple filters at once to narrow down their search effectively.
    • Responsive and Mobile-Friendly: The filtering system will be fully responsive, ensuring a seamless experience across all devices (desktop, tablet, mobile). This is essential to cater to volunteers who may want to search and apply for opportunities on the go.
    • Real-Time Results: Volunteers will receive real-time updates as they adjust filters. As filters are applied, the list of available opportunities will automatically update, saving users time and effort in their search.
    • Save Filters for Future Searches: Volunteers can save their search preferences (such as specific categories, locations, or skills) and receive notifications or alerts when new opportunities matching their criteria become available.
    • Clear Call to Action (CTA): Once a volunteer has filtered the results, the platform will have a clear “Apply Now” button to encourage immediate action. Detailed opportunity descriptions, including requirements and benefits, will be visible when volunteers click on specific opportunities.

    Integration with Neftaly Jobs Office and Marketing Royalty:

    • The Neftaly Jobs Office will oversee the implementation and maintenance of the filtering system, ensuring that the database of opportunities is regularly updated and accurate.
    • The Neftaly Marketing Royalty division will promote the availability of the filtering system across Neftaly’s communication channels, ensuring volunteers are aware of this new feature through email newsletters, social media, and digital campaigns.

    User Feedback and Continuous Improvement:

    • Neftaly will incorporate a feedback mechanism within the filter system, allowing volunteers to rate their experience with the platform, suggest new filters, or report any issues they encounter.
    • Based on user feedback, Neftaly will regularly update and refine the filters to ensure they remain relevant and aligned with the needs of the volunteer community.

    Conclusion:

    The Neftaly Volunteer Filters for the Neftaly Monthly January SCMR-12 platform will revolutionize the way volunteers discover and engage with opportunities. By providing a comprehensive, easy-to-use, and highly customizable filtering system, Neftaly will create an engaging and rewarding volunteer experience, empowering volunteers to contribute meaningfully to the causes they are passionate about.

  • Neftaly Invitation for Expression of Interest (EOI) Pre-Qualification for The Provision of Accommodation and Conference Services in Ethiopia

    Neftaly Invitation for Expression of Interest (EOI) Pre-Qualification for The Provision of Accommodation and Conference Services in Ethiopia

    January 17, 2025 to March 21, 2025

    PDF iconInvitation for Expression of Interest (EOI)

  • Neftaly RFP Consultancy Services for Development of an IT-Based Energy Capacity Building Information System

    Neftaly RFP Consultancy Services for Development of an IT-Based Energy Capacity Building Information System

    January 19, 2025 to February 10, 2025

    Bid number: 

    AFREC/PRO/10.24

    19 January 2025

    Dear Sirs,

    REF: Development of a framework for Development of an IT-Based Energy Capacity Building Information System

    1. The African Union would like to engage the services of a consulting firm to undertake the above referenced consultancy service. The African Union now invites interested and eligible bidders to submit technical and financial proposals for the assignment as per the attached Terms of Reference (TOR).

    2. A FIRM will be selected under the Quality and Cost Based Selection Method procedures described in this RFP. The weight for technical and financial scores shall be 70% and 30% respectively.

    3. The RFP includes the following documents:

    Section 1 – Letter of Invitation

    Section 2 – Information to Consultants

    Section 3 – Technical Proposal – Standard Forms

    Section 4 – Financial Proposal – Standard Forms

    Section 5 – Terms of Reference

    Section 6 – Standard Forms of Contract.

    4. The TECHNICAL and FINANCIAL proposal in ELECTRONIC form must be in TWO SEPARATE documents and PASSWORD protected and be delivered to the address below.
    5. The deadline for submission of proposals is 1500 hours Algiers time on 10th February 2025. Late bids will be rejected.

    6. Bidders may request for clarifications no less than seven (7) days from the deadline for submission, from afrec@africa-union.org; with copy to Bezas@africa-union.org;

    7. Bidders must submit the following documents: (i) Certificate of incorporation (Company Registration); (ii) At Least 3 Contactable references in the last 5 years and (iii) Company profile demonstrating (iv) CVs of proposed Experts (v) Statements of Availability for the proposed experts. These documents must be part of the Technical Proposal.

    8. The address for deposit of bids is: afrec@africa-union.org; with copy to Bezas@africa-union.org

    FileRequest For Proposal (EN)