OLEEO LIMITED

Oleeo Talent Acquisition System Ongoing Licensing, Configuration, Integration and Support Services

Oleeo's Talent Acquisition Solutions, including ATS, Events and CRM are designed to meet the e-Resourcing and talent management requirements of recruiters in the Public sector. Renew licensing, expand on or maximise, use of your solution through take up of AI expansion modules, ongoing Configuration, Integration or Support and Maintenance Services.

Features

• Oleeo licensing and product support services
• Software maintenance and updates
• Account management, Customer Success, Oleeo Community and Events
• Consultancy and configuration tailoring services
• End-to-end data driven intelligence
• Client support helpdesk and access to Oleeo community site
• UK based support team & Best-Practice Reviews
• Solution tailoring (configure in extra functionality to your system)
• Integration services, Training resources and knowledgebase
• AI Expansion modules: AI Chatbots, AI recommendations and end-to-end Intelligence

Benefits

• The highest level of support to customers and candidates
• Receive best practice advice and best-in-class service
• Phone and online support, High levels of satisfaction
• Early access to innovation
• Regular customer success reviews and innovation releases
• Knowledge sharing opportunities within the Oleeo community
• Agility, rapid time-to-hire, strong internal mobility & candidate pipeline
• Boosted fill rates, end-to-end visibility & metrics
• Optimise use of your Oleeo products
• Allow your solution to grow with you

• Education pricing available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at tenders@oleeo.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

170802683550350

Contact

Ruth Ash
44 (0)7921477861
tenders@oleeo.com

About the service

• Service categories:

  Cloud Support Services

  Ongoing Support

  • Product support capabilities
  • Other

Service scope

• Service constraints: Oleeo reserves a planned maintenance window, outside of office hours, to undertake planned maintenance, however this is rarely required as the majority of maintenance/updates can be achieved with no downtime.

User support

• Email or online ticketing support: Yes
• Support response times: Oleeo's Helpdesk responds to client support requests within 1 working hour within business hours, 8a.m. - 6p.m. Mondays to Fridays, excluding Public Holidays.; ; Extended support hours can be made available on request at additional cost.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Support levels: Oleeo’s support team receives all system advice and incident tickets and manages them through to completion. The team will respond to all new requests within 1 working hour and provide regular updates on the progress until the request is resolved. The support team can be reached by telephone or through the online support portal and requests are tracked using CRM software. Support in line with Oleeo's standard SLA's is included within the ongoing subscription fee. Requests for enhanced service levels and/or additional support hours can be considered and would be provided at additional cost. Oleeo's team can also provide technical support to candidates making applications, with a 48 hour SLA within business hours at additional cost.

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Developed Vetting (DV)

Pricing

• Discount for educational organisations: Yes

IT operations roles

IT service manager

Role level	UK Rate	Offshore Rate
IT service manager	£750.00	£750.00

Service desk manager

Role level	UK Rate	Offshore Rate
Service desk manager	£750.00	£750.00

Product and delivery roles

Business analyst

Role level	UK Rate	Offshore Rate
Trainee business analyst	£750.00	£750.00
Junior business analyst	£750.00	£750.00
Business analyst	£1,000.00	£1,000.00
Senior business analyst	£1,000.00	£1,000.00
Lead business analyst	£1,000.00	£1,000.00
Head of business analysis	£1,500.00	£1,500.00

Delivery manager

Role level	UK Rate	Offshore Rate
Associate delivery manager	£1,000.00	£1,000.00
Delivery manager	£1,000.00	£1,000.00
Senior delivery manager	£1,000.00	£1,000.00
Head of (Agile) delivery management	£1,500.00	£1,500.00

Service owner

Role level	UK Rate	Offshore Rate
Service owner	£1,000.00	£1,000.00

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: BSI
• ISO/IEC 27001 accreditation date: Friday 19 January 2024
• What the ISO/IEC 27001 doesn’t cover: All of Oleeo's services are within scope.
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• ISO 9001 certification accredited by: BSI
• ISO 9001 accreditation date: Friday 3 March 2023
• What the ISO 9001 doesn’t cover: All of Oleeo's Services are within scope.
• Quality management systems (QMS): Yes
• CSA STAR certification: Yes
• CSA STAR accreditation date: Saturday 11 October 2025
• CSA STAR certification level: Level 1: CSA STAR Self-Assessment
• What the CSA STAR doesn’t cover: All Oleeo services are within scope.; ; https://cloudsecurityalliance.org/star/registry/oleeo-limited/services/oleeo-recruit-ats; ; Oleeo Recruit is a customizable, AI-powered Applicant Tracking System (ATS) designed to streamline high-volume recruitment and reduce time-to-hire by up to 50%.; ; Key capabilities include:; ; Intelligent Automation: Leverages AI for dynamic workflows, candidate screening, and filtering to highlight the best applicants while reducing administrative load.; ; Diversity, Equity, & Inclusion (DE&I): Uses Intelligent Writing to flag gender bias in job posts and de-bias the hiring process, helping build a more diverse workforce.; ; Targeted Sourcing: Features intelligent job posting with programmatic campaigns to attract highly qualified candidates.; ; Candidate Management: Allows for tailored application forms, organized candidate management (flags, priorities, notes), and the option for automated steps like video interviewing.
• PCI certification: No
• Cyber essentials: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• Cyber essentials plus: Yes
• Cyber Essentials Plus Certificate Number: 0e793249-f3de-4efa-8f53-250eeae277ea
• Other security certifications: No

Social value

• Mission: Kick start economic growth:

  To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

  Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

  • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
  • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
  • Plans to engage the contract workforce in deciding the most important workplace issues to address
  • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
  • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
  • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
  • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
  • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
  • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
  • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
  • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
  • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
  • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
  • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
  • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
  • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain

  Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

  • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges

  Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

  • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
• Mission: Make Britain a clean energy superpower:

  To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

  Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

  • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
  • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
• Mission: Break down barriers to opportunity:

  By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

  Policy Outcome 6: Employment and training: For those who face barriers to employment

  • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
  • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
  • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
  • Introducing transparency to pay and reward processes
  • Working conditions which promote an inclusive working environment and promote retention and progression
  • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
  • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
  • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

  • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
  • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
  • Understanding of issues relating to entering the contract workforce
• Mission: Build an NHS fit for the future:

  That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

  Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

  • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
  • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at tenders@oleeo.com. Tell them what format you need. It will help if you say what assistive technology you use.