Information Security

We build modern zero trust cybersecurity solutions for the healthcare environment with a hacker mindset. We are proud to be able to ensure the protection of the sensitive health data of millions of Finns. We see information security as a comprehensive package and part of our organisational culture. It enables growth and internationalisation through trust. 

Responsibility for securing patient records

We are responsible for the safety of the patient records of 4 million Finns.

Working together for better information security

In addition to our skilled in-house experts, we are building better information security in cooperation with partners and numerous white hat hackers through our Bug Bounty program.

Standard-compliant information security management

In our information security management, we follow the ISO 27001 standard, one of the most internationally recognised information security standards, which enables the regular development of our information security operations.

Job vacancies in digital services

See job vacancies in digital services on our Finnish page.

At Mehiläinen, I've been able to challenge myself in new ways. Mehiläinen's IT team, in particular, does much of the work in-house, which is why I've had the opportunity to develop my skills in a way that wouldn't be possible in many other companies. Joining this great work community has also been a positive experience.
Akseli Erikkilä, Information Security Management Lead, 1.5 years at Mehiläinen

Frequently asked questions about Mehiläinen’s digital services

We combine the spirit of a growth company with the benefits of a large, solvent company. We offer you the opportunity to work in a dynamic and constantly evolving environment that focuses on digitalisation. Here are some of our employee benefits:

Free choice of computer, phone, tablet, headphones and other work devices
Edenred sports, culture and massage benefit (EUR 400 per year, 50% deductible)
Edenred dental benefit
In-office massage (we cover 50% of the price)
Comprehensive healthcare service benefits in Mehiläinen’s medical and dental clinics

Learn more about our employee benefits.

Most of our specialists work in a hybrid model that combines remote and in-office work. The teams and work tasks are all different, so everyone can choose a work model that suits them best. We also value in-person meetings, which is why we have invested in comfortable and modern office spaces that are centrally located in the four cities we operate in.

Our offices are in central locations across Finland: in Helsinki, on the edge of Narinkkatori in Kamppi, as well as in the city centres of Turku, Tampere and Jyväskylä, right next to the best lunch spots.

We are constantly looking to strengthen our teams with talented specialists who appreciate our operating principles and fit right in with Mehiläinen’s work community and culture. Each recruitment process can be tailored to suit our specific needs, but below is a description of what a typical recruitment process with us usually looks like.

Initial contact: A short discussion about a job vacancy to identify common interests. We discuss the position as well as your interests and motivation.
General interview: Meeting with the recruiting supervisor and the HR manager. We discuss your professional background and career plans as well as our company.
Technical interview: Meeting with future colleagues. We discuss your technical competence and suitability for the team.
Possible self-assessment and/or technical task: We assess your motivation, technical skills and ways of working.
Job offer and feedback: We share common areas of interest and have worked together to create a suitable job description for you. We are happy to give and receive feedback on the recruitment process.

Physicians and nurses dedicate their work to helping patients. Our work, in turn, focuses on developing, building and maintaining solutions that allow healthcare professionals to focus on their core work. Our digital solutions support operational capacity and create the conditions for growth and internationalisation. Our Code of Conduct guides our actions in a changing world.

Ownership and autonomy: Entrepreneurial attitude, less bureaucracy. Employees make decisions based on the so-called four-eyes principle.
Open communication: Bad news is reported immediately, and good news is celebrated on a monthly basis or more frequently at, for example, demo events.
Trust and responsibility: Every employee has the freedom to plan their work and the responsibility to ensure that tasks are completed.
Pioneership and innovation: An encouraging atmosphere where innovative ideas are heard and valued.
Self-development: Employees must be self-directed and able to manage their own development.
Rewarding: Good performance is rewarded, and supervisors ensure the best possible performance of their team members.
Ambition and goals: Clear, measurable goals and visions, high-quality and secure solutions.
Growth and change: Changes are seen as opportunities, and data is utilised in decision-making.
Customer orientation: Internal and external customers are a priority.
Expertise: With extensive in-house expertise and an entrepreneurial attitude, we are ready to solve challenges quickly and efficiently. No one is left alone.

Let your personality shine through in your application! In addition to your skills, we are also interested in who you are as a person. It is important to us that the applicant fits into the team and work community, not only in terms of their competence but also as a person.
We would like you to provide concrete examples of your skills and successes: for example, what kinds of work-related challenges have you overcome and how?
We are also interested in hearing how your previous work experience has prepared you for the position you are applying for and how your interest in the position contributes to your work.

We want to continue to be at the forefront of technological development, which is why we value everything we can achieve together with our competent employees. Competence development and continuous learning are an essential prerequisite for the rapid development of both new and existing technologies.

We invest in learning and support competence development by encouraging our personnel to participate in courses, training programmes and coaching in our field. In addition, participation in conferences, seminars and other events is considered an important part of competence development. We implement annual HR processes in which we map out current competencies and assess personal competence development goals.