MEET AND ENGAGE LTD

Preboarding and Onboarding Technology

Our automated pre/onboarding technology keeps candidates warm and engaged between offer and day one by serving content to a social style dashboard. The content blends engaging content with tasks they need to complete and sentiment analysis to alert to potential reneges. Reducing reneges, creating efficiencies and improving work readiness.

Features

• Drag and drop build system - easy to build/edit
• Quick to deploy
• Self service MI and reporting
• Alerts and sentiment analysis to prevent reneges
• Mobile responsive and progressive web app
• Open API for integration
• Inbuilt chatbot, live 1-2-1 chat and live group chat

Benefits

• Reduce declines at offer
• Reduce renege rates
• Create efficiencies for hiring teams
• Improve work readiness

• 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 nicola.sullivan@meetandengage.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

667525256387410

Contact

Nicola Sullivan
07879446981
nicola.sullivan@meetandengage.com

About your service

• Service categories:

  Applications

  Content workflow and management

  Content services

  • Content Sharing and Collaboration Applications
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: No
• System requirements: Access through modern browser

User support

• Email or online ticketing support: Yes
• Support response times: During UK office hours - within 4 hours Out of UK office hours - next working day Major system outage (any time) - within 1 hour.
• User can manage status and priority of support tickets: No
• Phone support: No
• Web chat support: No
• Onsite support: No
• Support levels: We provide a single approach to client service, aiming to offer an excellent service to our clients to support their optimal usage of the platform. Clients are supported via their Client Partner and engagement team as part of the solution. Additional email technical support is also provided at no extra cost.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Online or onsite training and ongoing online support. Client sessions to define the candidate journey and SOW to document the approach and service.
• Service documentation: No
• End-of-contract data extraction: Via downloadable csv reports accessed via the system back office. Clients can also use the programmatic data API.
• End-of-contract process: No additional cost. The offboarding process is as follows: Confirm final date of license ​Advise post this date, data will no longer be accessible and will be expunged from the platform. Recommend that client download any data that they will want in future, such as;​Chat data, NPS comments, Timeline outcomes and any chatbot data etc​Second reminder sent to client to confirm the above 2 weeks prior to end date.​Let Tech know when the page/s should be deactivated and to schedule time to complete​Step two: Confirmation of page closure to client​Let client know once the page has been deactivated and when data will be expunged. At this point you may like to ask for a client testimonial from them​Confirm via email once data has been expunged​Step three: Internal admin​Move client file to ‘non-renewed’ client folder​Confirm with tech that moderators have been removed and delete media library​Move to ‘ex-client’ on HubSpot and reallocate to Solutions team for future conversations, arrange a briefing call with them if necessary.​​

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: Yes
• Differences between the mobile and desktop service: The candidate solution works on all devices - Mobile, tablet, Desktop/laptop without degredation of service or features. Access to the client "back office" is via any device but optimal experience is offered on desktop/laptop.
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: Access to the system back office via browser.; Open API is also available for candidate data ingress/egress
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: Tested by the Digital Accessibility Centre. New releases and updates tested by our QA team using NVDA, Jaws and browser/OS assistance.
• API: Yes
• What users can and can't do using the API: We offer a variety of api's including: Plugin API - Allows embedding of chatbot plugin to client websites Data API - programmatic extraction of event data Moderator plugin - notification of candidate events. All details relating to our API's can be found here. Additionally an API is provided to allow connectivity to ATS/HRiS to import candidate data to subscribe them to their onboarding journey. https://www.meetandengage.com/developer-resources
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • HTML
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: All aspects of the candidate journey, content and flow can be customised through the back office. Creation and customisation can be performed by a Full Access client user or on the clients behalf by the Meet & Engage engagement team.

Scaling

• Independence of resources: Scalability testing ensures our systems can support current and future anticipated load. Our distributed and redundant solution ensures an average system load of <10% offering huge overhead for client service development.

Analytics

• Service usage metrics: Yes
• Metrics types: Number of queries handled Time of day/night chatbot is utilised Queries/answers that prove most popular Candidate satisfaction
• Reporting types: Regular reports
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• 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: Managed by a third party
• Penetration testing frequency: At least once a year
• Penetration testing approach: NCSC approved service provider
• Protecting data at rest:
  • 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:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Data Erasure

Data importing and exporting

• Data export approach: Manually via the data (csv) download or programmatically by using the Data API.
• Data export formats:
  • CSV
  • Other
• Other data export formats: Excel
• Data import formats:
  • CSV
  • Other
• Other data import formats: Json API

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: 99.9% availability SLA
• Approach to resilience: Available on request.
• Outage reporting: Email alerts

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: Restriction through VPN and Azure SSO on role/responsibility basis.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Dedicated link (for example VPN)
  • 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 1 month and 6 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards:
  • ISO/IEC 27001
  • Other
• Other security governance standards: Cyber Essentials Plus
• Information security policies and processes: Our ISMS contains a library of policies to ensure full compliance with ISO27001. Policies are published and distributed to employees and read receipts maintained to ensure acceptance. Regular employee training supplements and supports policies.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: All aspects of the platform are maintained within our repository and code changes tracked within this repository. All changes to any aspects of the platform are requested, evaluated, approved and logged in our Jira platform prior to implementation. Configuration changes to client services (if not self managed) are agreed with the client and logged prior to any changes being made. Client approval of the updated configuration is sought prior to changes being made live.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Components, including OS, are checked for latest available distribution weekly. Any patching is applied immediately and tested. Vulnerabilities discovered during pen testing are triaged and evaluated for accuracy and fixed to the following timescales: Critical - immediately High - within 1 week Medium - Within 1 month Low - in line with other appropriate updates.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Continual automated system monitoring and manual pen testing identifies potential compromises. Triage performed on potential compromise. Identified issue resolution planned and scheduled according to our incident response plan. Critical issues flagged immediately to CTO for business escalation and resolution plan.
• Incident management type: Supplier-defined controls
• Incident management approach: Predefined process for incident management exists and is documented within our Data Security Policy. In brief: Incident reported incident team is formed Incident triaged - risk, containment, rectification Client(s) notified Resolution plan implemented with updates to clients.
• Post-quantum cryptography secure: No

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: No

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

• Less than £250,000: 0%
• Between £250,000 and £500,000: 6%
• Between £500,001 and £1,000,000: 10%
• Between £1,000,001 and £2,500,000: 14%
• Between £2,500,001 and £5,000,000: 17%
• Over £5,000,001: 19%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Citation
• ISO/IEC 27001 accreditation date: Friday 27 June 2025
• What the ISO/IEC 27001 doesn’t cover: All parts covered by ISO27001
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: Db87c0a3-5b72-4421-bf64-c45a499f5633
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: 2f68cf03-1546-43ec-8e84-4dc3ac333878
• 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
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation 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 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
    • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
    • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
    • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual

  • 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

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

    • Understanding of the issues affecting the development of new skills by target cohort
    • 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
    • Understanding of issues relating to entering the contract workforce

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 nicola.sullivan@meetandengage.com. Tell them what format you need. It will help if you say what assistive technology you use.