For employers
A benefit your people will actually use.
No minimum company size. 90-day pilots available.
What you get
Four outcomes, and how you'd know you got them.
Absences become covered days
The employee who would have called out at 6:40am works instead. That conversion is the entire product, and it's what your usage report measures.
Retention where it's most expensive
Caregivers leave when coverage fails repeatedly. They skew female and mid-career — the people you spent the most to hire and can least afford to replace.
Proof you can take to the board
Days of work saved, utilisation by care type, and cost per employee, exportable. Every booking is tied to an eligibility record and an invoice line.
No escalations on your desk
Your HR team is not the support channel. Families contact us directly, incidents route to our on-call, and you get a report — not a phone call at 7am.
Go deeper
Everything a buyer needs before the call.
Pricing
Published, per employee per month, with a usage cap your finance team can forecast. No RFP.
Companies under 5,000
You've been told you're too small, or quoted a six-figure minimum. You're not too small.
Implementation
What the two weeks actually look like, day by day, and what we need from you.
Security & compliance
For procurement and IT: encryption, tenant isolation, SSO, subprocessors, DPA, insurance.
Healthcare
Shift work, 24/7 coverage, and a workforce that is itself mostly caregivers.
Professional services
Billable-hour maths makes this the easiest ROI case in the category.
Manufacturing
A missing operator stops a line. Shift-start absence is the expensive kind.
Bring your headcount. We'll bring a number.
Twenty minutes, screen-shared, no deck. You'll have pricing in writing the same day.