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No dashboard demo, no wellbeing theatre. A plain account of what we set up, what your employees can expect from our coaches, what you get to experience, and what we intend to provide in the long run .
Every person on your headcount can reach a coach, or an expert directly — no package manager referral, no occupational health gate, no work email required.
45 to 90 minutes, booked by the worker around their own rota. Remote by default, with on-site days where the work makes that easier — a site cabin, a ward office, a depot mess room.
Aggregate figures on how much of your workforce is using it and which areas of support they choose — never who, and never what was discussed.
This is the pilot shape we run. It is deliberately short, because the point of a pilot is to find out whether your people will actually use it — and that answer arrives early or not at all.
Your company dashboard is activated and accessible by the company's administrator and we also agree on data processing terms with the company point of contact.
We walk the administrator through the UI dashboard and explain the functions of all features including sending batch/single invitaion to members of your workforce for onboarding process.
workforce book appointment with qualified coach. Company receives live analtical updates on work force participation but no personal information is releaseed to company by design. We monitor workforce particpation and inform you if it is running below what we would expect for your sector and advice you on ways to ensure the metrics are trending upwards positively.
We give you access to the analytical metrics with no interpretation layered on top, alongside what we observed and where the gaps were. You decide whether to continue, widen the scope, or adjust framework.
Coaches, mentors and experts across five disciplines. Everyone on the platform is vetted and contracted before they take a single session. This is coaching and mentoring — not a health service — and where something sits outside what a coach should be handling, the coach is mandated to point the person to the right place instead.
Supervisors and managers stepping up into responsibility for other people, often without ever being trained for it.
Money, debt, budgeting and planning — the pressure that follows people onto a shift most reliably of all.
Sleep around rotating shifts, nutrition on the road, physical conditioning for physical work.
Direction, confidence and change — for people weighing up what comes after the job they are in now.
Family and relationship strain, including the specific toll of long tours, night work and time away.
Coach profiles, credentials and years of practice are shared in full on their individual profiles.
Most workforce support fails your people at the first step, because the first step assumes an office. Here is the actual route from a problem to a session.
Assisted chat, any hour. It costs nothing to open and asks for no explanation up front — which matters for people who would never book something called support.
Matching on the subject and the specialism rather than a waiting list, so the first conversation is with someone who works on that particular thing.
The worker picks the slot against their own shift pattern. Nothing passes through a manager, so nobody has to explain an absence to get an hour.
Messaging and resource packs carry the work forward, so a single session is a start rather than the whole intervention.
One page, every month, in the shape shown here. Aggregate take-up and discipline mix — enough to tell you whether this is landing with your workforce, and nothing that could identify a single person in it.
Illustrative layout, not client data. We have no published frontline delivery record yet — see the evidence note below.
We process personal data under UK GDPR. Data processing terms, retention periods and our lawful basis are provided in writing during set-up, before anyone is loaded onto the platform.
You have been shown a lot of wellbeing ROI. Most of it is modelled, not measured. Here is our position, written down, so you can hold us to it.
Our coaches have documented outcomes with corporate and executive clients. We do not yet hold a published delivery record with construction, healthcare, hospitality or logistics workforces at scale — and we will not present one until we do.
No absence-reduction percentage, no retention uplift, no productivity figure, no cost-per-head saving — until it comes from a real engagement, measured against a real baseline, with the client’s consent to publish.
Take-up, session volume, repeat engagement and discipline mix, captured from the first week of your pilot. If you want a baseline on your own absence or turnover figures, we will help you set it — and it stays yours.
A buyer who finds out later that the number was modelled does not renew. We would rather start a relationship with an accurate account of what we can and cannot yet show you.
Figures depend on headcount, sector and how much on-site delivery you want, so they come on the call. The shape does not change, and you should know it before you spend twenty minutes with us.
A subscription across the headcount you put in scope. It covers the always-open entry point, matching, booking and the resource library, whether or not a given person uses it in that month.
Sessions are drawn against an agreed monthly allocation. Unused allocation does not roll indefinitely — we would rather reset it than let you pay for a number nobody is using.
A coach on your site, warehouse or logistic depot for a day pop up events. Optional, and worth it mainly where take-up is held back by people not trusting a service they have never met in person.
Pilots run on a fixed fee for the eight weeks, with no commitment beyond them.
Bring your headcount, your sectors and your workshift patterns. If your workforce is not one we can reach properly yet, we will tell you on the call rather than sell you a pilot that will not land.
