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ANONYMIZED RECRUITING

Chosen by you, redacted by us. Tailor 26+ parameters while boosting hiring efficiency by 95% with the leading anonymization tool integrated directly into your ATS/HCM. Make fairness a reality today

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MOXIE BENEFITS

50%By 2025, 50% of organizations will use blind hiring, growing 10% annually to boost fair employment practices

TEMPLATING

MeVitae’s templating solution helps professionals standardize documents for quick, consistent candidate profile reviews, allowing focus on key qualities and candidates competencies

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MOXIE BENEFITS

80%Time saved by transforming CVs into a consistent format, removing the hassle of navigating unstructured layouts

PARSING

Revolutionize hiring with MeVitae’s parsing technology: parse CVs, cover letters, and more to make talent-focused, fair decisions powered by neuroscience-driven innovation

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MOXIE BENEFITS

90%+Accuracy in resume parsing, ensuring reliable and detailed data extraction every time
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FEATURED RESOURCES

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GROWTH

Unlock your workforce's full potential. Centralize your HR data with MeVitae for smarter, data-driven decisions. Automate reporting, benchmark against industry standards, and improve workforce planning

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MOXIE BENEFITS

$100kCut costs by automating analytics, consolidating HR data, and focusing resources on strategic growth

ENTERPRISE

Streamline decision-making by unifying HR, Legal, and Finance data. Automate processes, boost efficiency, and manage people risks with strategic foresight

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30%+Increase productivity by aligning talent with strategic goals, improving team health and performance

HR PROVIDERS

Boost your HR technology by embedding MeVitae’s ethical AI under your brand. Simplify processes, reduce hiring time, and deliver tailored solutions that reflect your company’s identity.

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MOXIE BENEFITS

50%+Increase in your customers’ time-to-hire with automated parsing, redaction, and screening within your platform.
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ABOUT US

At MeVitae, we combine science and technology to eliminate barriers, mitigate risk, increase compliance, and empower growth. Together, we’re creating workplaces where everyone can thrive and succeed

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DEI

Diversity isn’t just a checkbox, equity isn’t just a policy, and inclusion isn’t just a buzzword—they’re the foundation of MeVitae. It's at the heart of what we do. Learn more about our commitment

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CAREERS

Talent has no limits. At MeVitae, we’re committed to creating an environment where talent leads the way, shaping a future full of growth, achievement, and innovation

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PARTNERS

Join a network of industry leaders, tech innovators, and researchers collaborating to shape the future of the workforce and drive meaningful change

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PEOPLE ANALYTICS

MeVitae's all-in-one people analytics solution that turns workforce data into insights, automating reporting and tracking performance for strategic decisions

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MOXIE BENEFITS

3xFaster analysis, three times quicker: MeVitae’s AI tools help teams spot issues quickly, boosting decision-making

HEALTH CHECK

Gain deep insights with an AI-driven system that continuously scans and checks your organization’s HR performance, ensures compliance, and boosts workforce productivity with data-backed strategies

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$100ksignificantly reducing costs and increasing long-term savings by optimizing workforce management

FORENSIC AUDIT

Our forensic audit solution identifies risks, detects non-compliance, and provides analysis to safeguard your organization, avoiding costly lawsuits while aligning with global standards for secure operations

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70%Reduce legal exposure by identifying risks that could lead to costly lawsuits, uncovering risks you might miss

HR STRATEGY

Transform data into actionable HR Strategies. Predict trends, close gaps, and boost workforce performance with MeVitae’s AI-driven insights

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35%Increase in top talent retention with predictive AI, reducing turnover and ensuring long-term workforce stability
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BLOGS

Curious about future of work and how to implement it? Or wondering if AI will take over your job? Check out our latest blogs to stay ahead of the curve and keep learning about the future of work and its role in it

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WHITE PAPER

Take a look at this first-of-its-kind guide on anonymizing recruitment. Dive into in-depth information and the latest insights, backed by experts in neuroscience to understand how it can transform decision-making practices

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CASE STUDIES

Explore our case studies to see how MeVitae's solutions set new standards of excellence, helping clients achieve remarkable results and transform their operations with effective, results-driven technology

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PRESS

Explore how MeVitae is shaping the future with ethical AI, driving innovation in workforce transformation. Our press page showcases groundbreaking tech and partnerships redefining human capital

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  • Several decision-making factors limit us today: speed accuracy trade-off, knowledge-base, cognitive-emotional interactions and prediction.
  • Speed-Accuracy Trade-off (SAT)
  • Knowledge-base
  • Emotional interactions
  • Prediction
  • Closing remarks

What is Augmented Intelligence?

Several decision-making factors limit us today: speed accuracy trade-off, knowledge-base, cognitive-emotional interactions and prediction.

We make choices every single day; what to eat, what company to invest in, who to hire, what to wear etc. The list is endless, however have you ever considered why we are not super humans yet? We have trillions of neural connections, the most sophisticated species of all, but there are several factors that limit us as human beings. What are they, I hear you cry? I have pointed out the 4 main ones (with respect to the recruitment market, though can be applied to any situation).

Speed-Accuracy Trade-off (SAT)

Decisions often require a trade-off between speed and accuracy (SAT)[1].When faced with a task, such as reading CVs under a time constraint the human brain struggles- fast decisions are more error prone while careful decisions take longer. According to BeHiring, companies receive applications within 200 seconds after a job is posted, and an average of 250 CVs are received for each job position[4]. This leads to one of the biggest challenges recruiters must face. Resume Overload. For instance, Hays Recruitment receives about 30,000 CVs daily, and Google take in 100,000 job applications monthly. This demand requires recruiters to read through CVs quickly as competition for talent increases. In 2012, TheLadders conducted the first ever formal, quantitative study of recruiters’ on-the-job behaviour, where eye-tracking was used for 10 weeks concluding that recruiters only spend a mere 6 seconds reviewing a candidates CV. In 2015, research shows that just 8.8 seconds is spent studying any one person’s CV in a process that has become ‘Tinderised’. Nevertheless, quantity is affecting speed, thus trumping accuracy.

Knowledge-base

Laurence Kim Peek was born in 1951 with an extraordinary gift- the ability to memorise things from the age of one (inspiring the movie Rain Man). He had an exceptional recall due to his unusual neural connections. Laurence could read any book and never forget it unlike ‘normal’ human information storage capability. The human brain consists of one billion neurons with a trillion connections. These neurons communicate with one another to recall and store information, resulting in a 2.5 petabytes (or a million gigabytes) human brain’s memory storage capacity[5], in comparison to a computer or Laurence Peek. A recruiter does not have the unlimited knowledge proficiency to know everything on a CV and determine whether there are any errors. ResumeDoctors.com found that just below 50% of CVs included inaccurate information with regards to candidates including education. With the Big Data hype taking a stance, the realm of information is changing and growing at an alarming rate; with the immense volume, velocity and variety of data it would be impossible to retrieve such information to make the right choice.

Emotional interactions

Logical, rational calculations form the basis of sound decisions but emotion is one neurological factor that interferes with decision making. If emotion is fundamental to a task then it is beneficial, but if an emotion is unrelated to a task, such as shortlisting candidates then it can be disruptive to the candidate shortlisting process**. **Personal preferences can impede in hiring decisions, as bad hiring choices are a result of unconscious biases[6]. In 2012, the EEOC (U.S. Equal Employment Opportunity Commission) received nearly 100,000 cases of discrimination in hiring [7]. Recruiters and hiring managers are subconsciously drawn to candidates that are similar to them, rather than those that of right cultural fit or those with different experiences and abilities to bring to a company. One key difference between a computer and person is the ability to eliminate ‘unconscious prejudice’ and be rational by trying to maximise benefits and minimise cost.

Prediction

A study published in Nature stated that ‘brain activity predicts decisions before they are consciously made’- ten seconds to be precise[8]. This implies that some choices are made in advance and our brain is constantly trying to make predictions about future events. The human brain is always attempting to reduce the discrepancies between expectation and actual experience, i.e. by reducing the prediction error, though in recruitment some hiring decisions and their future implications cannot be accounted for. This high uncertainty is the reason for firm’s reluctance to hire or open job vacancies. Furthermore, one in four employers stated they weren’t sure why they made a bad hire and said sometimes you just make a mistake[9]. This comes down to our inability to predict how hiring a specific candidate is likely to affect employee turnover, company vision and values etc.

Closing remarks

Did you notice something? Machine don't have any of these limitations:

  • Machines can read any text at a fraction of the speed and store all this information; Big Data

  • A machine doesn't have emotion (yet), therefore not clouding judgement

  • A machine has a degree of freedom to potentially explore the algorithmic search space (via heuristics) and probabilistically compute the possible scenarios and outputs certain recruitments would have locally and globally on a business

The troubles we are facing today in making efficient and optimised choices are beyond a neural capability. As IBM Watson states 'the entity that’s going to solve the problem is the interaction of humans and machines working together to make an integrated intelligence'. NASA confirmed that allocating roles and functions between humans and machines is essential to defining an effective architecture[10]. Through technology we can make data-driven approaches and thus intelligent decision-making. I believe the new ecosystem will capitalise on the strengths of humans and machines while compensating for weaknesses. As you recently seen Elon Musk say "Over time I think we will probably see a closer merger of biological intelligence and digital intelligence.” He added that “it's mostly about the bandwidth, the speed of the connection between your brain and the digital version of yourself, particularly output."

Being a computational neuroscientist and spending several years building a cognition/AI startup with the aim of replicating human decision-making, I have learnt the potential is huge: fintech, space, recruitment, healthcare and more. Where does this take us? Welcome to my world: Cognition!

Author: Riham Satti (Co-Founder and CEO)

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