A focused way to test IER before a larger commitment.
One defined workforce cohort. Confidential phone or video navigation. Aggregate measurement. A leadership action plan at the end.
Founding pricing is designed for the first three employer partners. The planned standard price for the same core pilot is $7,500.
Readiness, employee access, navigation capacity, measurement, and a decision-ready final readout.
- Sponsor kickoff, cohort definition, resource mapping, launch plan, and privacy alignment.
- Private scheduling plus phone/video appointments.
- Up to 30 completed 30-minute navigation sessions.
- Up to 20 brief follow-ups for employees who completed an initial session.
- Anonymous baseline and closeout measurement.
- Day-45 pulse, final aggregate report, and a 30-day action plan.
- Leadership kickoff, midpoint, and final readout meetings.
Build. Launch. Listen. Navigate. Prove.
Build + Launch
Confirm the cohort, map benefits and internal routes, finalize privacy language, open scheduling, and introduce IER.
Listen
Conduct sessions and follow-ups, monitor reach, and identify early anonymous themes.
Navigate
Continue support, track employee-selected next steps, and surface resource or access barriers.
Prove
Analyze closeout results, deliver the final report, and decide whether to continue, adjust, or stop.
The pilot measures access, movement, resource connection, and workforce patterns.
Reach + participation
Who saw the offer, booked, and completed a navigation conversation.
Employee movement
Whether employees selected a next step, received a relevant resource, and attempted the action.
Navigation confidence
Whether employees feel clearer about where to start when they need workplace support.
Workforce friction
Directional cohort-level movement across role clarity, workload, communication, resource navigation, and voice.
Benefit signals
Which resources employees actually use, bypass, misunderstand, or cannot access easily.
Leadership action
What practical changes leadership can make based on recurring patterns instead of assumptions.
The pilot does not promise that turnover or absenteeism will materially change within one quarter. Those can be tracked as longer-term indicators when clean baseline data is available.
Designed for employers with 50+ employees who are willing to test with one defined cohort.
- 26–50 employees in one location, department, shift group, or business unit.
- One executive or People/HR sponsor.
- An internal contact who can validate benefits, policies, and referral routes.
- Leadership willing to receive anonymous feedback without identifying participants.
- Reasonable employee access to phone or video appointments.
- Commitment to act on practical issues the pilot surfaces.
Interested in becoming a founding partner?
Tell us about your workforce, the support you already offer, and what you would want to learn from a 90-day pilot.