Your current wellness benefit gives employees options. We give them an exact daily plan, a dedicated human coach, and a system that makes execution automatic. Then we report the results to your leadership team with real numbers.
Backed by a contractual engagement guarantee. If participation falls below the agreed floor, you receive a credit.
“We guarantee what we control and show, not claim, everything downstream of it.”
The average wellness benefit gets used by roughly 1 in 3 employees. We put our fee behind beating that, because our model is built to.
Three phases, from day one through every renewal conversation.
Company kickoff, employee enrollment, and structured intake. Every participant gets assessed, goal-mapped, and matched to their coach. Your leadership gets the cohort baseline report.
Daily task boards, daily accountability, weekly 1-on-1 calls, biweekly plan adjustments. Mornings start with a checklist, not a decision.
Live monthly outcomes briefing to leadership. Quarterly business review with ROI projections built on your company's own numbers, not industry brochure stats.
Not an app. Not a stipend. Not a content library.
Most wellness spend disappears without a trace. Ours reports to you every month.
Every enrolled employee completes a structured intake at kickoff (biometrics, energy, sleep, stress, and goals) so every result is measured against a real starting point.
A 30-minute monthly briefing with your leadership: enrollment, weekly active engagement, task completion, and aggregate outcomes across the cohort.
We contractually commit to an agreed engagement floor. If weekly active participation falls below it, you receive a credit. Our fee sits behind our results.
Leadership sees aggregate, anonymized impact only. Individual employee health data stays private, always. Your employees are told this on day one. It's why they trust the program enough to use it.
Every 90 days: cohort results mapped against the metrics your CFO cares about: absenteeism trends, retention among participants vs. non-participants, projected savings from your payroll numbers.
Full internal launch campaign: announcement assets, enrollment page, kickoff event, ongoing activation. Driving sign-ups is our job, not your HR team's.
| Wellness apps & stipends | Big wellness vendors | Hartford McCann | |
|---|---|---|---|
| Daily plan telling employees exactly what to do | ✗ | ✗ | ✔ |
| Dedicated coach, same human all year | ✗ | Rotating staff | ✔ Guaranteed |
| Response-time SLA in the contract | ✗ | ✗ | ✔ Same-day |
| Engagement floor guarantee | ✗ | ✗ | ✔ Credit-backed |
| Monthly outcomes report to leadership | ✗ | Annual at best | ✔ Presented live |
| Employee data privacy firewall | Varies | Varies | ✔ Aggregate-only |
Absenteeism, turnover and preventable health costs quietly drain payroll every year. Move the sliders. See your number in seconds.
Your Company
The more of your team you enroll, the lower the per-person price.
US average is about 8 unplanned absence days.
Recruiting, onboarding, lost productivity. Commonly $15 to 20K+.
US employer average is about $16,000.
About 25% of employer health costs are tied to modifiable lifestyle risks.
Presenteeism, showing up depleted, is widely estimated at 10%+ of payroll, and it's the loss coaching moves most.
Estimates for discussion, based on published workforce research (SHRM, Harvard, Gallup, WebMD Health Services).
Every plan is a real human coach and the same contractual engagement guarantee. The only difference is how much one-on-one time each person gets.
Scales to your whole team. Built for volume, priced so a real company can say yes.
Full one-on-one, the highest standard. For teams that want everything.
Volume and founding-company rates available. Both plans include the contractual engagement guarantee — if participation falls below the agreed floor, you receive a credit.
These are real clients, but the physique you can see is the smallest part of it. Sharper focus, steadier energy, more composure under pressure, a higher standard. That's what moves an organization, and it shows up on the balance sheet as retention, output, and lower healthcare cost.
Real coaching clients, shared with written permission. Results vary with adherence; the standard does not.
Two founders, one standard: every client company gets a named owner for the relationship and a named owner for results. Cohort-based engagement, capped coach rosters, so quality never dilutes.
Co-founder · Client Partnerships
Your point of contact from the first scoping conversation through every quarterly review. Brady has spent years coaching real people through real transformations, and he built HMP so companies get that same 1-on-1 standard, with results leadership can actually see.
Co-founder · Program Delivery
Owns the coaching methodology, coach quality, and the systems that keep every client's program running daily. If your team's results are the product, Jack is the one who makes sure the product ships every single day.
A 30-minute scoping call. No deck reading. We'll walk your headcount, turnover, and absenteeism numbers through the model and show you what the program would look like for your team.
Book a Scoping Call →