Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.mhance.com/

About the company

mhance is a UK Microsoft Solutions Partner working across Dynamics 365, Business Central, Power Platform and related cloud services, with a strong footprint in the nonprofit sector. The company has won Microsoft’s Global Nonprofit Partner of the Year (2023) and markets a people-first culture with wellbeing support and flexible working. mhance also highlights volunteer time, monthly company updates, and recurring wellbeing sessions as part of how the company runs day to day. Current public hiring signals skew toward experienced consulting, delivery, and partner roles.

Locations and presence

mhance is headquartered in Cheadle, England and operates as a largely remote or hybrid workforce. The company also promotes short periods of working-from-anywhere each year as part of flexibility.

Palpable Score

56.4

/ 100

mhance looks strong on benefits, wellbeing support, and ongoing learning time, which matters for early-career confidence and sustainability. The score drops mainly because mhance does not currently show consistent 0–3 year hiring routes or a visible early-career pipeline, and public outcomes data is thin.

Pillar 1: Early-career access

Score

6.5

/ 20

The company’s public careers messaging focuses on candidates with ERP and CRM experience, which signals a tilt away from true entry-level access.
mhance’s visible live role example includes a 5–10 years experience requirement (Microsoft Alliance Partner), reinforcing that the open roles shown publicly are senior-leaning.
The company has historical evidence of graduate hiring in earlier years, but mhance does not currently publish a graduate, internship, or apprenticeship route, which limits accessible entry points today.

Pillar 2: Hiring fairness and transparency

Score

12.2

/ 20

The company’s job advert format includes a clear “Job Purpose” and “Person Profile” with explicit experience expectations, which helps candidates self-screen.
mhance’s public careers pages do not consistently explain the selection stages, assessment tasks, or typical timelines, which makes the process harder for first-time applicants to prepare for.
The company routes candidates to a dedicated careers portal, which suggests a more consistent application flow than ad-hoc emailing, but that structure is not paired with transparent “what happens next” guidance.

Pillar 3: Learning and support

Score

16.0

/ 20

The company states that all employees are given time for learning and development, plus an internal “Educate & Celebrate” programme referenced in public materials.
mhance provides regular company-wide communication and scheduled wellbeing sessions (with topics like financial resilience), which supports early-career stability in remote teams.
The company offers access to a tailored mental health service (Oliva) and positions wellbeing as a built-in part of employment rather than an afterthought.

Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company publishes a concrete benefits list including holiday uplift over time, pension contributions, income protection, life assurance, and a health cash back scheme.
mhance includes a monthly volunteer day entitlement and highlights remote or hybrid roles plus a work-from-anywhere allowance (up to four weeks per year), improving stability and flexibility.
The company does not consistently publish salary ranges on public job adverts and careers pages, which caps pay fairness for early-career candidates trying to compare offers.

Pillar 5: Early-career outcomes

Score

9.4

/ 20

The company has third-party workplace accreditation claims (Best Companies progression from 2023 to 2025) that suggest positive internal sentiment, but this is not early-career outcome tracking.
mhance has limited public evidence on early-career retention over 12–24 months, time-to-promotion, or repeat junior hiring patterns, so outcomes are hard to verify.
The company has sparse review coverage in major public review sites, which limits triangulation on progression, manager support quality, and early-career experience at scale.