MeVitae will read any CV and cover letter in any format, remove 22+ bias parameters, from gender to university name, and deliver it straight to your ATS. MeVitae - helping you to focus on finding the right person for the job, without unconscious bias.
MeVitae’s computational linguistics and natural language processing technology means the ability to redact CVs, cover letters and applicant details (within ATS) and still have full sentence meaning. Learn more about how we have accomplished this here.
A resume redaction solution built with scalability in mind
Decide what level of CV redaction you prefer, per department, per company roles and permissions. Recruiting teams can now redact information from hundreds of applications in any format. The new way to increase D&I and bias free hiring, beyond unconscious bias training.
Blind recruitment 90% faster than manual processes!
Spanning across the entire career pipeline, from entry level roles to board level executive hires, our integration-easy solution removed cognitive bias in seconds, so you can focus on what matters, including cultural fit.
Redacting potential bias parameters such as
Gender
Location
Ethnicity
URL’s
Photos
University name
Dates
Contact details
Find out everything you need to know about blind recruiting
Diversity, equity and inclusion: an overview of anonymized recruiting is an in-depth report looking into the question every HR leader has right now: how well does anonymized recruiting actually work?
This academic report is the first of its kind, covering the latest insights from neuroscience, sociology, economics and more, from literature reviews to insights we gained from clients using MeVitae.
We take security very seriously. MeVitae is GDPR compliant and does not store any of the CVs. All candidate information is also AES-256 encrypted and we are happy for you to share what is redacted with your candidates too. Resume redaction giving you control at all times.
Frequently Asked Questions
FAQ Menu Blind Recruiting
This is a valid concern, as the information concealed during screening becomes evident in interviews. However, it's crucial to acknowledge that biases are more prevalent in the screening phase due to time constraints, leading to hasty judgments. While biases may persist in interviews, the extended duration of interviews provides more time to recognize and correct these biases. Moreover, employing measures like diverse interview panels and structured interview processes can further mitigate these biases.
While blind recruiting does indeed seek to increase diversity and representation from underrepresented groups, its core objective is to select the most qualified candidates based on their skills, qualifications, and abilities, irrespective of their background. By eliminating biases related to factors like age, gender, and ethnicity during the initial screening, blind recruiting ensures a fairer evaluation process where candidates are assessed solely on their merits, aligning with the goal of hiring the best-suited individuals for the job.
Blind recruiting redacts background information, such as a candidate's age and gender, that offers limited insights into character and personality, therefore exerting minimal influence on cultural fit assessments; It's worth noting that the blinding process is primarily conducted during the screening stage, where biases are often more pronounced. As the interview stage allows for direct interaction and meaningful conversation, it provides a more accurate opportunity to evaluate a candidate's alignment with the company's culture and values.
Organizations using MeVitae’s solution have reported an increase in gender and ethnic diversity by over 30%. MeVitae’s diversity analytics solution can help quantify the impact of blind recruiting. Furthermore, numerous pieces of scientific literature substantiate these positive results.
Over the past two decades, a range of research has investigated the effectiveness of blind recruiting. Notably, Mariannae (2007) observed that blind recruiting balanced the interview invitation rate between foreign and native candidates, leading to comparable job offers. Additionally, Aslund and Skans (2012) found that blind recruiting elevated the interview invitation rate for females from 16% to 38%, aligning it with the rate for males (38%). For further details, refer to our most recent white paper!
Personally identifiable information, ethnicity, sexuality, disability and religion
It takes more than 5 minutes to manually redact one CV and 8 hours to redact 100 - MeVitae can redact 1000 in 2 hours.
No. The redaction doesn’t just ‘blank out’ the words, phrases or sentences but also replaces the word under the redaction so it can not be detected.
Yes, and you can also choose what bias parameters are used per role. E.g. For sales roles you may want gender to be redacted from CVs, whereas for customer service roles you may want all 15+ bias parameters to be anonymised from candidate CVs/cover letters.
No. We can redact profiles regardless of how they were sourced. E.g. LinkedIn or direct applications.
MeVitae can anonymise multiple file formats including docx, doc, pdf, rtf, odt and txt.
Yes. There should be no need for you to leave your current set up with your ATS. We pride ourselves in making it a streamlined process for all our clients.
