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The visibility problem
Your EAP runs at three to six percent utilization. You do not know who is struggling until they quit, or do not.
CogAI Workforce
Proactive. Easy. Measurable. Without violating privacy.
One in six of your employees is carrying moderate to severe anxiety right now. Your EAP will not find them. Your engagement survey will not find them. CogAI Workforce will, and will route them to care, without ever handing you a single individual score.
The problem
Three things every benefits leader already knows
02
The privacy dilemma
Legally, you cannot see the data that would tell you. So you stop asking. And the problem goes underground.
03
The silence problem
Employees are embarrassed to raise mental health concerns to HR. Even when the program exists, they do not use it.
How it works
Three views. One boundary.
Employee, manager, executive. The scope changes. The rules do not. In seeded tenants, completion runs above 90 percent.
Published as observed in seeded tenants, not a guarantee.
- 01
Monthly check in, eight minutes, always private
Employee view
The employee owns their score. Nothing about that record is reconstructable from the employer side. - 02
Aggregate only, department level trends
Manager view
Managers see department level signal, subject to a minimum cohort floor. No individual reconstruction. - 03
Organization R-Score and engagement
Executive view
Leadership sees organization level R-Score, participation, and trend. Same aggregate only rules apply.
Cadence
QuarterlyMonthlyWeeklyCustom
Privacy architecture
The employer never sees an individual score.
These three lines live in the contract. They are not a feature in a settings panel. They are a boundary the product architecture enforces.
- Consent captured per user, revocable at any time, timestamped in the record.
- HIPAA aligned posture. BAA available on request.
- Crisis escalation runs through the Cognifica clinical team, not HR.
- 01
No PHI leaves the clinical boundary.
- 02
No therapy notes are ever accessible to the employer.
- 03
No individual symptom scores are ever accessible to the employer.
Pricing
Seat based. Four tiers.
Per-seat pricing is set with the client at the start of the pilot. Tier structure is fixed. The dollar figure is in conversation.
| Tier | Headcount | Typical fit | Per seat per month |
|---|---|---|---|
| XS | Up to 25 employees | $TBD / seat / month | |
| SM | Up to 150 employees | $TBD / seat / month | |
| MD | Up to 355 employees | $TBD / seat / month | |
| LG | 2,200 or more employees | $TBD / seat / month |
Pricing is confirmed during the pilot scoping call.
90-day pilot
One full cycle. Walk away clause.
Ninety days. One full measurement cycle. A Day-35 decision meeting with a board ready dashboard. A walk away clause with no contract pressure. If the signal is not there, you stop.
- 01
Scope
Configuration, consent capture, rollout to a defined cohort. - 02
Duration
90 days, one full measurement cycle. - 03
Day 35 decision
A board ready dashboard. Continue, adjust, or walk away. - 04
Walk away clause
No contract pressure. The clause is written to be used.
FAQ
What we are usually asked
Can employers see individual employee data or identities?
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No. The employer tenant never receives individual scores or identities. Aggregate reporting is subject to a minimum cohort floor. Individual level data does not leave the clinical boundary without explicit employee consent in a clinical context.
What if we do not want to see employee results?
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Employers can opt to not see any data at all, including aggregate reports. Some tenants prefer this posture, sponsoring the benefit without receiving population level reporting. The architecture supports it.
What happens if an employee reports self harm or harm to others?
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Crisis escalation runs through the Cognifica clinical team, not HR. A designated crisis counselor is engaged, LiveChat is available 24 by 7, a warm handoff to 988 is available, and a safety check in is scheduled at 24 to 48 hours.
Are we responsible if an employee discloses substance use?
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The employer does not see the disclosure. Substance use flags from AUDIT or DAST-10 stay inside the clinical boundary and drive clinical follow up, not HR follow up.
Does this create a duty to act for HR or managers?
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No, because HR and managers never see the underlying signal. Department aggregate trends do not create a duty to act on a specific employee because no specific employee is identified.
What data do employers receive?
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Aggregate organization and department level R-Score trends, participation metrics, and engagement metrics, subject to the minimum cohort floor. No individual scores. No identities. No therapy notes.
Is this a replacement for our EAP?
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Not by default. CogAI Workforce sits alongside the EAP and surfaces the employees who need care, routing them to care. Tenants that want to consolidate can use it as an EAP replacement in combination with the Cognifica clinical team.
How do we get started?
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Request a demo from this page. A product lead walks you through the employee view, the manager view, and the consent architecture. If the fit is right, a 90-day pilot follows with a Day-35 board ready dashboard.
My company is too small for department divisions. Can we still use it?
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Yes. At smaller headcounts, aggregate reporting is produced at the organization level only, still under the minimum cohort floor. Tenants that want to proceed without any aggregate reporting can use the opt out clause.
Request a demo
Show me what this looks like in a real workforce.
A product lead walks you through the three views, the consent architecture, and a representative dashboard. Forty-five minutes. No sales cadence after.
- Live product walkthrough
- Consent architecture explained
- Pilot scoping, if the fit is right