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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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MOXIE BENEFITS

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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FEATURED RESOURCES

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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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New year, new look! MeVitae unveils bold branding and a fresh identity to match our exciting expansion

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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MOXIE BENEFITS

$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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MOXIE BENEFITS

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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MOXIE BENEFITS

35%Increase in top talent retention with predictive AI, reducing turnover and ensuring long-term workforce stability
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New year, new look! MeVitae unveils bold branding and a fresh identity to match our exciting expansion

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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New year, new look! MeVitae unveils bold branding and a fresh identity to match our exciting expansion

  • Human biases
  • Algorithmic biases
  • Current methods
  • The power of Augmented intelligence
  • Blind recruiting

Why Blind Recruiting?

Human biases

As homosapiens evolved, we acquired a range of qualities, such as language, which provided the foundation for our formation and maintenance of relationships with others. While relationships are still vital in our everyday lives, our unique ability to form these was once the key determinant that saw us outlive many of our ancestors, enabling us to survive in packs supporting one another. As we developed and refined our ability to seek out others who could join our “in-group” (or support bubble if this was 2020), we mastered the art of categorisation to find those most similar to us in the most effective way possible. Still today, we do not have the time, nor the resources, to analyse every piece of information we receive. Therefore, when either time or cognitive abilities are compromised (i.e. through information overload), we have a tendency to rely on heuristics. Heuristics are mental shortcuts, based off of generalisations/rules of thumb that allow us to make quick judgments, reducing cognitive load. However, these instinctive judgments result in a wide range of different cognitive biases (over 140 to be exact) which we are usually completely unaware of.

When it comes to the hiring process, most of the biases we make appear in the screening stage as attempts are made to classify the candidate. With the average time spent looking at a CV being just 6 seconds, we are prone to making several mistakes:

  • Associating unrelated information, such as gender, with job performance
  • Prioritising information that is compatible with our beliefs
  • Focusing on irrelevant salient information

Consequently, candidates are often discriminated against based on different characteristics. For instance, studies have shown that managers and undergraduate students have made selection decisions based on applicant ages and ethnicity which was inferred from the resume [1,2]. Moreover, when identical resumes have been submitted, male applicants have been previously favoured, with women more likely to be interviewed for admin roles [3,4]. With subconscious biases leading to discrimination in the hiring process, the knock-on effects of this are stark with reduced organisational diversity leading to poorer workforce performance and overall reduced company revenue.

60%

More CV's get positive feedback

British citizens from an ethnic minority or black background.

17%

Less callbacks

Muslim applicants receive less callbacks that other faiths.

13x

More interviews

Higher class males receive more interviews than lower class male applicants.

30%

Less likely to be interviewed

Women are less likely than men, with the same characteristics, to be interviewed.

Algorithmic biases

A large recruitment of different cognitive resources is required for humans to efficiently analyse and evaluate information. This process is both timely and costly, so when assessing large amounts of data in a short time frame, such as during initial candidate screening, we rely on heuristics. In contrast, algorithms have a huge data handling capacity. It may, therefore, be easy to assume that an algorithm which can quickly process a much greater number of resumes free of distortion, will provide a simple solution: high quality hiring decisions in a fraction of the time. While in theory this is true, algorithms can also produce biases. Algorithmic biases are systematic errors resulting from either human error or unrepresentative input data. Just like human biases, algorithmic biases can have a negative effect against one group of people more than another, and with as many as 40% of companies using AI to screen candidates, this impacts of this can be just as severe [5].

In recent years examples of biased algorithmic processes have started to surface, such as the famous case of Amazons recruitment algorithm [6]. In this instance, Amazon constructed an artificial intelligence recruitment system based on historical data. However, as males dominated the technology space, the input data was favoured towards these applicants, discriminating against resumes that contained female indicating words such as ‘Women’s’.

Current methods

Current methods to tackle biases in the workplace are not scarce. There are a range of techniques organisations are currently using including, but not limited to, inclusive policies, self-awareness training, diversity and inclusion events, and unconscious bias training. While there is some evidence that these methods work in changing attitudes [7], there is very little evidence to suggest that this translates into behavioural changes [8]. There are many possible reasons for this, such as a resistance to change.

However, a notable point is that the majority of these methods are employed well into an employee’s typical work life cycle. Implementation at such a late stage is unlikely to change behaviours because there is no incentive in doing so for the current employees. Even so, behavioural and attitude changes within the workplace will only benefit current employees and will have little impact on who gets hired. Furthermore, it would be a reductionist approach to assume that simple training can undo the damage caused by our subconscious biases. As mentioned, these are hardwired within us, and are very hard to challenge. It is not to say that current methods should be disregarded as there is always work to be done when it comes to acknowledging our biases. However, it is important to realise that awareness alone is simply not enough. We, therefore, need a system, such as an algorithm that does not share our cognitive limitations, but that can be actively regulated to prevent biases of its own, and this should be implemented at the initial screening stages if it is to be as effective as possible.

The power of Augmented intelligence

…And here comes our solution: Augmented Intelligence (IA). IA is an autonomous system created primarily for decision making which capitalises on the benefits of both human and algorithmic processes. Just like humans, IA has been carefully designed to store memories, therefore enabling it to see patterns, learn and innovate over time. However, unlike humans, and similar to AI, IA can handle large amounts of data that would otherwise overwhelm us, and it can do so free of distortion from factors that cloud human judgment, i.e. distraction and emotion. Needless to say, humans still have plenty of abilities that IA does not have, such as the capacity to imagine, anticipate and judge future situations. For these reasons, IA has not been designed to replace us, but rather to work alongside us in making informed and unbiased decisions.

Blind recruiting

MeVitae’s blind recruiting solution uses IA to sift through 600 CV’s in 6 seconds (compared to our ability of analysing 1 CV every 6 seconds). This solution redacts any information that may disclose the candidate’s identity from their application, such as names, gender, ethnicity, age, personal interests, sexuality and many more. Subsequently, by the time the recruiter or hiring manager receives the application, they are left only with information indicative of performance, ensuring they can judge a candidate’s suitability for a position as impartially as possible. At MeVitae we recognise the power of human judgment; our blind recruiting solution has been designed to aid us during the initial screening process, when we are most prone to making biases, with the intention of us making the smart and suitable hiring decisions down the line.

In just a few years, our blind recruiting solution has already transformed many companies. By attracting double the number of applicants and redacting their CV’s with 95% accuracy, our solution has saved organisations both time and money per hire, while ultimately driving diversity in the workplace to create a more cohesive workforce.

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Start Building a Fairer Workplace With Us

Dive into the future of work with our expertly crafted solutions. Experience firsthand how MeVitae’s AI-driven solutions can make a difference. Request a demo or consultation now.

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