MeVitae

Ethical Talent Screening

MeVitae’s ethical AI delivers fair, transparent, skills-based hiring by automating requirement curation, anonymised screening, and evidence-based evaluation. It provides editable criteria, proof of fit, personalised feedback, and multi-level assessments, while redeploying internal talent to open roles. Integrated with 20+ ATS, it enables faster, fairer, lower cost hiring with stronger matches.

Features

• Evidence-based categorisation through highlighted resumes against job requirements
• Personalised job suitability score on a grading scale e.g. 1-4
• Filter resume evidence to highlight gaps in meeting job requirements
• Analyses job description to extract and refines core job requirements
• Guidance to recruiters on areas within application that require elaboration
• Identifies top talent both internally and externally
• AI generated rejection emails personalised from application feedback
• Scalable processing which adapts to efficiently handle growing application volumes
• Redact 30+ personal identifiers for merit-based hiring
• Integrate with 20+ ATS or available as standalone

Benefits

• Full audit trail of candidate’s suitability for the role
• 70% more qualified candidates through skill-based evaluation
• 30% reduced attrition by improving fit for role
• Identify top internal and external talent in one place
• 90% time saved through automating candidate screening
• Mitigate the risk of bad hiring decisions
• 45% cost reduction through efficient automation
• Enhance candidate experience
• Automatically generates evidence-based rejection emails improving employer branding

• Education pricing available
• Free trial 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 hello@mevitae.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

518291778223722

Contact

Riham Satti
07796533839
hello@mevitae.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: Yes

Service scope

• Software add-on or extension: Yes, but can also be used as a standalone service
• What software services is the service an extension to: When as used as an add-on MeVitae is a third-party integration for over 20 HR Systems and File Share Systems such as: ; ; SAP SuccessFactors, Workday, Oracle HCM, SmartRecruiters, BambooHR, ADP, Greenhouse, Taleo Enterprise, SharePoint, and Google Drive. ; ; MeVitae can also be used standalone.
• Cloud deployment model:
  • Public cloud
  • Private cloud
  • Hybrid cloud
• Service constraints: Usage is capped based on selected pricing tier. Maintenance windows are each quarter and are always carried on over the weekend (Saturday & Sunday).
• System requirements: None

User support

• Email or online ticketing support: Yes, at extra cost
• Support response times: Severity 1 (full-service incident): we will respond to the query within 1 working hour and will resolve the query within 4 working hours. ; ; Severity 2 (major incidents): we will respond to the query within 2 working hours and will resolve the query within 8 working hours. ; ; Severity 3 (minor incidents) we will respond to the query within 3 working hours and will resolve the query within 24 working hours. ; ; Severity 4 (information requests – non service impacting) we will respond to these queries within 24 working hours. ; ; Our working hours are Monday – Friday 9-5 UK time.
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: WCAG 2.2 AA
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes, at extra cost
• Support levels: Dedicated support email to connect you to the Customer Success team. ; ; Support tracking to ensure that our SLA's are met. ; ; Customisation support if a change in redaction/additional redaction parameters are added. ; ; Additional training session a year for your recruiters and hiring managers.
• Support available to third parties: No

Onboarding and offboarding

• Getting started: The MeVitae team will schedule a call with the client to understand their full requirements for the tool and subsequently build out their implementation plan. The start of the implementation plan will include the technical integration into the client’s HR systems if applicable and testing period. ; ; Following the technical implementation different digital user training sessions and cognitive bias training is offered. All training sessions are recorded, and recordings are provided to users along with comprehensive resource packs on how to use MeVitae. ; ; For a standalone solution, there will still be a call with the client to understand their full requirements for the tool. It would then follow with generic digital user training sessions and cognitive bias training is offered.
• Service documentation: Yes
• Documentation formats: PDF
• End-of-contract data extraction: Users can request to have their data extracted from the system via their account manager during and at the end of their contract. A link is provided to download via a flat file format.
• End-of-contract process: At the end of the agreement, there will be the option to renew on a new agreement going forwards or alternatively if exiting the agreement then integrations are cleanly disconnected on the termination date through the below steps: ; ; • All APIs disconnected.; • Data returned upon request via flat file download link. ; • Access to the account will be removed. The contract will include the monthly licence fees, support and implementation costs. ; ; Additional costs not included in the agreement include document overages, additional training requirements and additional technical work required.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: No
• Designed for use on mobile devices: No
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: The Talent Screening interface allows recruiters to configure, review, and refine role evaluation parameters directly within the platform. Users can edit extracted job requirements, adjust weighting criteria, and define suitability thresholds through an interactive interface. Candidate assessments are presented via clear visual grading scales, showing evidence-backed matches, partial matches, and gaps against each requirement. Recruiters can drill down into individual criteria, add notes, and flag areas requiring clarification. The interface supports comparison across internal and external candidate pools and enables filtering, sorting, and shortlisting based on configurable suitability scores.
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: Testing has been done with users who require sight-reading.
• API: No
• Customisation available: Yes
• Description of customisation: Configure standard job requirements for all roles while having role-specific requirements which are AI-generated from the role's job description. ; ; Add weightings and priority levels to AI's job requirements. ; ; Collaborate with multiple stakeholders on the customisations of each job’s requirements using built-in discussion tools.; ; Configure the job suitability score on a grading scale (1-4 or A-D) for candidates to be scored against the job criteria. ; ; Select the documents for screening e.g. CVs, application-form responses, or a combination of both.; ; When used with anonymisation, adjust the level of redaction applied to screened applications.; ; Configure optional email notifications to candidates and hiring teams.

Scaling

• Independence of resources: MeVitae hosts all its web applications with horizontal autoscaling. This is enabled to ensure that increases in response time or CPU usage causes additional machines to be deployed in order to lessen the demand. ; ; MeVitae does over 90% of its process with Kubernetes clusters, a new Kubernetes workload is independently assigned for each customer + user workload. This means that users are not affected by each other.

Analytics

• Service usage metrics: Yes
• Metrics types: We provide an online usage dashboard that details the number of documents/candidates that have been successful/failed along with a breakdown of each of these documents in an exportable view. The dashboard allows you to look at this information over time and also set up alerts around low document credits remaining.
• Reporting types: Real-time dashboards
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Security Clearance (SC)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • European Economic Area (EEA)
• User control over data storage and processing locations: Yes
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v4.0
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Physical access control, complying with another standard
  • Encryption of all physical media
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type: Data Erasure

Data importing and exporting

• Data export approach: Data extractions can be requested at any time during or at the end of the contract, with flat-file downloads fully supported.
• Data export formats:
  • CSV
  • ODF
  • Other
• Data import formats:
  • CSV
  • ODF
  • Other

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: MeVitae offers 99.74% availability of systems and conducts regular service reviews quarterly. Advanced email notifications are given for maintenance windows carried out quarterly on weekends.
• Approach to resilience: MeVitae data centres are all within Europe and are hosted with CSA CCM v3.0.1 Level 2 and ISO/IEC 27001:2022 providers. MeVitae encrypts all data at rest with AES-256 and all data in transit with TLS 1.2.
• Outage reporting: MeVitae reports service outages via email alerts to designated customer contacts. When an incident is detected, our monitoring systems trigger an immediate notification to the registered technical and operational contacts for that customer.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: MeVitae restricts access via authenticating the user role on every operation using Azure B2C/Microsoft Entra.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: Between 1 month and 6 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: Between 1 month and 6 months
• How long system logs are stored for: Between 6 months and 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: MeVitae follows its Information Security Policy to ensure to protect the information assets that MeVitae handles, stores, exchanges, processes and has access to, and to ensure the ongoing maintenance of MeVitae’s confidentiality, integrity and availability. ; ; MeVitae’s Information Security Policy contains sub-policies such as a Cryptographic Controls Policy for things such as encrypting data at rest and password requirements as well as a Protection of Personal Information Policy to ensure MeVitae meets data protection requirements. MeVitae’s Information Security Policy and sub-policies are available upon request. ; ; MeVitae maintains the implementation of its security policies and processes through regular internal audits. Audit reports are produced from internal audits and findings are discussed at MeVitae’s monthly management reviews.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: MeVitae manages changes through its Change Control Procedure. Changes concerning infrastructure or personal data must go through MeVitae’s risk assessment procedure to identify the risk score, calculated from the value of the asset and consequences in relation to loss of confidentiality, integrity and availability. MeVitae applies control measures to every risk identified and determines if the risk is contained or not. Once risk assessments have been CTO must sign off before implementation. ; ; MeVitae service components are continually monitored through a cloud security information and event management tool to alert MeVitae of any changes concerning security or health.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: MeVitae gets information about potential threats to its services through automated Azure and GCP vulnerability scanners, quarterly internal penetration tests using Zed Attack Proxy and annual external penetration tests from CREST approved providers. ; ; MeVitae assesses threats using the Open Web Application Security Project specification. ; ; MeVitae applies security patches within 24 hours of identifying and assessing a threat.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: MeVitae monitors all service activity. MeVitae will be notified immediately of malicious activity or intrusion detected. ; ; In the case of a security incident MeVitae follows its Security Incident Management Procedure as well contractual obligations with customers for notifying parties (e.g., customers and law organisations) within 1 hour of incidents. Response and containment actions are taken by MeVitae immediately.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Incident management approach: Users can report security incidents to MeVitae via phone or email to their customer success manager. ; ; MeVitae follows its Security Incident Management Procedure for all security incidents which outlines steps for containment, necessary authorities to contact and lessons learnt reviews. ; ; MeVitae will notify customers of security incidents within 1 hour and provide incident reports within 48 hours.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: 1 job with a maximum of 100 applicants, integration not included, 30-day time limit.

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 5%
• Between £250,000 and £500,000: 5%
• Between £500,001 and £1,000,000: 7.5%
• Between £1,000,001 and £2,500,000: 7.5%
• Between £2,500,001 and £5,000,000: 10%
• Over £5,000,001: 10%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: British Assessment Bureau
• ISO/IEC 27001 accreditation date: Monday 4 August 2025
• What the ISO/IEC 27001 doesn’t cover: Everything within the MeVitae business is covered in the scope
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: British Assessment Bureau
• ISO 9001 accreditation date: Monday 4 August 2025
• What the ISO 9001 doesn’t cover: Everything within the MeVitae business is covered in the scope
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 63d57915-050c-4c1e-8ca7-d6378105234f
• Cyber essentials plus: No
• Cyber Essentials Alternative: You do not have a current and valid Cyber Essentials Plus certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
• Other security certifications: No

Social value

• Section B - Commitment for Future: Delivery:

  • 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
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • 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
    • Ensuring new workers are informed of their right to join a trade union
    • 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
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
    • 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 the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • 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
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • 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 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
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering

  • 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
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • 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
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • 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

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 hello@mevitae.com. Tell them what format you need. It will help if you say what assistive technology you use.