Help your people become who they want to be.

Per-seat licensing with volume discounts. Reserve directly at any size — email us, we send an invoice or Stripe link, and every rollout includes an onboarding call so we can match the program to your team (cohort timing, manager briefing, comms templates). The early-bird program rate ($199 vs $249) is reflected in the per-seat price during the reservation window.

No. Individual scores are private to the employee. HR and managers see aggregate cohort profiles — for example, "the team averages in the 45th percentile on Conscientiousness." Individual data is shared only with the employee’s explicit consent.

No. It’s a personality-development program — structured coaching and skills practice, not therapy, diagnosis, or treatment. That matters for how you classify and communicate it: it belongs with L&D offerings, not clinical or medical benefits, and should not be presented to employees as treatment for any condition. The program can reduce risk factors — higher emotional stability is linked in research to lower rates of anxiety and depression over time — but that is prevention, not care delivery. Participation should be voluntary, and any employee in crisis or under clinical care should be directed to appropriate professional support.

Yes — that’s the default. Each employee picks their own track during intake (any of the nine increase/decrease directions across the Big Five). Aggregate reporting is built around the question that matters: did participants, on average, move in the direction they chose? HR sees the share of the cohort that shifted toward their goal and the average movement per track — not a uniform trait score imposed across the team. The program is not a single-trait intervention deployed uniformly.

Because for most Big Five traits, "more" isn’t automatically better — both extremes carry real costs, and the effective level depends on the person and their situation. Someone very high in Conscientiousness may be sliding into perfectionism and burnout and want to ease off it; someone low may want to build follow-through. Same trait, opposite goals. Each participant picks the direction that fits where they are and where they want to be. (The one exception is Emotional Stability, where we offer the increase direction only.)

Whatever fits your team. Some clients run small focused cohorts (25–50); others roll out across hundreds in waves. We don’t gate features by size — the aggregate dashboard and outcomes report are available across every tier. Voluntary participation is strongly recommended at any size; mandated wellness programs underperform.

Three numbers HR can take to leadership: (1) Completion rate — the share of the cohort that finished the 12 weeks. (2) Average facet improvement — for each participant, we measure how much their chosen facet (not trait) moved from week 1 to week 12, then aggregate. A meaningful shift is typically a 5–10 percentile move; PEACH-lineage cohorts tend to land in that range. (3) Participant satisfaction — a short survey at week 12 asking whether it was worth their time and what they’d change. All three are reported as aggregates only — never per-person scores. HR also gets a one-page cohort summary at week 12 showing the share that moved toward their goal, the average movement per track, and the most common qualitative themes.

Not off-the-shelf today. Current auth options are email/password and Google OAuth (sign in with a workspace Google account). SAML, Okta, Azure AD, and other SSO providers aren’t built yet — if any of those are a hard procurement requirement, flag it on the scoping call so we can be honest about what’s possible within your timeline and whether a manual user-provisioning workaround is acceptable in the interim.

The program runs in the browser and on mobile — no separate LMS deployment required. Our infrastructure runs on AWS, so security teams can review the underlying stack quickly. SSO and other HRIS / LMS integrations aren’t off-the-shelf today — bring specific requirements to the scoping call and we’ll be honest about what we can support and timing.

Yes — cohorts can start any week. The program runs on a weekly rhythm by design (most clients pick a Monday kickoff to match the work week). Typical lead time from signed agreement to cohort start is 2–3 weeks: enough to set up your aggregate dashboard, draft the manager briefing, and send the invite comms to participants. If you have a hard date (e.g., kickoff tied to an L&D event), tell us on the scoping call and we’ll work backward from it.

Employee data is encrypted in transit and at rest. Infrastructure runs on AWS, so security teams can review the underlying stack quickly. Specific residency, regional hosting, or compliance requirements — bring them to the scoping call and we’ll be honest about what we can support today.