Enterprise · wellness that pays the team back
The pain:Corporate wellness programmes rarely survive the quarter they were launched in.
One bracelet, one WVI, one aggregate dashboard. Individual data stays with the member. The programme pays for itself because the yield is real.
0 – 10k
Seat range covered
0 days
Default deployment
$0
Per seat / month
Aggregate
HR sees cohort, never a person
Traditional corporate wellness
Most corporate wellness programmes are a stack of vouchers and a Slack channel that goes quiet by week six. HR pays for a gym nobody visits, an app nobody opens, steps nobody counts. The quarterly report is a euphemism.
Wellex for teams
Every employee gets the same bracelet, the same one-number score, the same USDT yield rail. Paid to them, not to the employer. The dashboard shows the team curve, never an individual. The programme is interesting on week twelve for the same reason it was on day one.
§ 02 · What the team dashboard shows
HR sees cohorts, trends, and alerts. Never a person. The dashboard is the only interface the employer gets, and it is deliberately boring in the right places.
§ 01
One curve for the whole cohort. The only number HR ever quotes in a board meeting. Moves slowly on purpose.
§ 02
How many people slept through last night, how many are running a sleep debt. A ratio, never a list of names.
§ 03
If the cohort-level stress tier crosses a threshold, HR gets a nudge. No individual is ever named, and no individual has to opt in.
§ 04
Daily active bracelets as a share of the cohort. The only metric that tells HR whether the programme is alive.
§ 02b · Emotional cohort lens
Wellex reads eighteen emotional states from continuous biometrics. Aggregated to the team, the same engine that helps an individual see their day helps an HR lead see whether the cohort is in flow, friction, or quiet exhaustion. Individual identity never leaves the device.
Company mood score
Weighted across the cohort. Above 70 is operational. Below 55 is the conversation.
Top emotional states this week
Where the cohort dips
Hour-of-day × day-of-week mood heatmap, last 30 days. Darker violet = lower aggregate WVI · mood index.
| Mon | Tue | Wed | Thu | Fri | Sat | Sun | |
|---|---|---|---|---|---|---|---|
| 07–09 | |||||||
| 09–11 | |||||||
| 11–13 | |||||||
| 13–15 | |||||||
| 15–17 | |||||||
| 17–19 | |||||||
| 19–21 | |||||||
| 21–23 |
What the lens caught last 30 days
Tuesday 13–15 is a recurring company-wide dip. Mood index falls 18 pts vs. weekly mean. No individual flagged.
Friday afternoon recovery is happening too fast — mid-week sleep debt isn’t being cleared on Saturday.
Mornings 07–11 hold the highest collective WVI for 4 weeks running. The cohort is starting strong.
Department splits
Engineering
Focus / flow
76
WVI
Sales
Quiet stress
64
WVI
Operations
Calm energy
71
WVI
Customer success
Cognitive fatigue
68
WVI
Department-level views ship as a paid add-on for ≥ 50-seat deployments. HR can never drill below team granularity.
§ 03 · Deployment in three weeks
We do not sell a six-month integration. Default deployment is three weeks from scope call to live dashboard. We publish the plan because we actually run it.
Headcount, geography, jurisdiction. Thirty minutes. Nothing signed yet.
We confirm bracelet count, colours and shipping lanes. Invoice clears.
Bulk shipment to a single HR address or individual addresses. Your call.
Every employee pairs the bracelet in under four minutes. We run a live session.
Cohort WVI appears. HR logs in. Nothing else changes.
§ 04 · Who this is for
The bracelet is the same in every tier. The difference is rollout, reporting, and how much hand-holding your HR team wants.
§ 01
5 – 50 seats
from $19 / seat / mo
One founder-led rollout, one Slack channel, one live dashboard. The whole team sees the same WVI curve.
§ 02
50 – 500 seats
from $17 / seat / mo
Dedicated onboarding week, cohort segmentation by department, monthly WVI debrief with the HR team.
§ 03
500+ seats
custom
Multi-region shipping, SSO, compliance review, quarterly executive readout, named customer-success lead.
§ 05 · Privacy guarantee
This matrix settles every enterprise conversation. HR sees cohort-level truth. The employee sees their own life. Wellex sees only what the pipeline needs to function. Non-negotiable.
| Features | HR sees | Employee sees | Wellex sees |
|---|---|---|---|
| Individual WVI score | ✗ | ✓ | ✓ |
| Raw HRV stream | ✗ | ✓ | ✓ |
| Sleep hours last night | ✗ | ✓ | ✓ |
| Aggregate cohort WVI | ✓ | ✓ | ✓ |
| Cohort 90-day trend | ✓ | ✓ | ✓ |
| Cohort stress alert | ✓ | ✗ | ✓ |
| Name & email | ✓ | ✓ | ✓ |
| Daily journal entry | ✗ | ✓ | ✗ |
§ 06 · ROI framework
The economics slide we publish before we run any pilot. The cost per seat is fixed at launch. The three behavioural targets are pre-registered — once pilots run, the actual numbers replace these and the pre-registered targets stay visible for comparison.
$0
Cost / employee / mo
all-in · fixed at launch
target +0
Avg WVI gain
90 days · pre-registered
target −0%
Burnout incidents
vs. baseline · pre-registered
target 0%
Programme retention
90 days · pre-registered
Next step
Thirty-minute scope call. No pressure, no deck. If it doesn’t fit, we say so on the same call.