A corporate wellness vendor for your senior team.
Population wellness programs are bought on reach. The risk in most organizations is concentrated in a few dozen people whose judgment, continuity and health the plan quietly depends on. CEREVITY is the vendor built for those people: confidential, private-pay clinical care with senior independent clinicians, in all 50 states.
Most corporate wellness vendors are built for headcount: app-based programs, screenings, challenges, and an EAP measured on population reach. CEREVITY is the vendor for the senior few. Executives, partners, and key specialists receive confidential, private-pay therapy with senior independent clinicians, with no insurance claim and no benefits-plan record, by secure telehealth in all 50 states.
What CEREVITY is.
A nationwide network of independent licensed clinicians, offered as a confidential senior-tier benefit.
CEREVITY is a nationwide network of independent licensed clinicians providing private-pay therapy by secure telehealth across all 50 states. Among corporate wellness vendors it occupies a deliberately narrow position: it is not an app, not a challenge platform, not a coaching marketplace, and not an employee assistance program. Each covered individual is matched by hand to a clinician experienced with high-responsibility roles, and keeps that clinician over time.
For an employer the model is simple to reason about. Care is private pay with no insurance claim filed, so nothing routes through the company health plan and no claim record is created. The benefit sits above the existing wellness stack rather than replacing it, reserved for the people whose continuity most directly affects the organization. The result is a benefit senior people will actually use, because using it costs them nothing in exposure.
CEREVITY is normally bought alongside a broader program rather than instead of one. Organizations that already run a corporate wellness program for the full population add a senior tier on top of it, and the two are scoped separately because the two populations behave differently. Where the whole benefit is aimed at the top of the house, it is usually scoped as an executive wellness program instead.
Why senior teams need a different corporate wellness vendor.
Population programs are evaluated on reach and engagement. Neither number says anything about the twenty people who carry the most risk.
The evidence on population wellness programs is not kind, and anyone comparing corporate wellness vendors should know it before the renewal conversation. The largest randomized evaluations find real movement in self-reported behavior and very little movement in anything a finance team would recognize as a result. That is not an argument against wellness. It is an argument for being precise about what a given program can and cannot do, and for treating the senior tier as a separate problem with a separate answer, closer to executive burnout therapy than to a step challenge.
The scale of the best available evidence is worth stating plainly.
employees across 160 worksites in a randomized trial of a workplace wellness program. After 18 months there were no significant differences in 10 clinical measures of health, in 38 measures of health care spending and utilization, or in absenteeism, job tenure and performance review scores. Source: Song Z, Baicker K. Effect of a Workplace Wellness Program on Employee Health and Economic Outcomes: A Randomized Clinical Trial. JAMA, April 16, 2019.
Read carefully, that result is a statement about averages across a whole workforce. It says nothing about the handful of people whose absence would change the year, and an average is exactly where those people disappear. A senior leader who is quietly coming apart shows up in a population dashboard as one unremarkable row, which is why key person risk is underwritten separately from workforce risk everywhere else in the business.
The senior tier is also not the lower-risk population. When the same survey instrument is put to employees and to the C-suite, the executives return the worse numbers on strain, on the inability to disconnect, and on how seriously they are weighing an exit. The group a population program is least designed for is the group reporting the most pressure.
Source · Deloitte and Workplace Intelligence, C-suite well-being survey, February 2022 (n = 2,100: 1,050 C-suite, 1,050 employees)
Widening a population program does not close that gap. Closing it takes a different service with a different privacy posture and a different clinical bar, which is the distinction drawn in our comparison of an EAP against private therapy.
What senior people actually bring to the work.
The presenting issues behind the performance, in the language of the role.
Sustained decision load
Every call that reaches this desk is one nobody below it could make. Held for long enough, that load stops feeling like pressure and starts behaving like high-stakes anxiety, which degrades judgment well before anyone names it.
Isolation at the top
No peer inside the organization and a board that evaluates rather than confides. Senior people absorb the hard calls alone, which is the exact pattern leadership isolation therapy exists to interrupt.
Judgment under fatigue
The quality of a decision at 6pm is not the quality of the same decision at 9am, and at this level the 6pm decisions are the expensive ones. Decision fatigue is treatable and is rarely treated.
Late-stage burnout
Senior people present late, usually after months of compensating, and by then the presentation is physical as often as it is emotional. Population employee burnout solutions are built to catch this early, which is precisely what does not happen at the top.
Fear of exposure
The higher the role, the higher the perceived cost of being seen to struggle. Many senior people will only engage through a channel that leaves no record an employer can see.
Succession and identity
Being groomed out of a role, or knowing the role ends on a date, raises a question most people have never had to answer: who they are without it. It rarely surfaces until the process is already underway.
Relationship strain at home
The hours and the mental load follow senior people home, and marriages absorb the overflow of a job that does not pause. Couples therapy sits inside the network for exactly this reason.
Carrying the hard decisions
Restructurings, exits and performance removals take a personal toll the people executing them are expected to absorb silently. It usually shows first in the person delivering the news rather than in the person who approved it.
A wellness program is judged by how many people it reached. A senior benefit is judged by whether the one person who needed it used it.
Session formats built for executive calendars.
Three lengths, and no rigid weekly slot to defend.
The steady cadence of ongoing therapy. Most clients spend most of their care in 50-minute sessions.
For work that needs more room than a standard hour can hold. See 90-minute sessions.
For work that needs uninterrupted time to reach resolution. See 3-hour therapy intensives.
Care is delivered in 50-minute, 90-minute, and 3-hour sessions by secure telehealth, nationwide. Someone whose week is booked in fifteen-minute increments can do concentrated work in a single 90-minute or 3-hour block rather than protecting a standing weekly appointment that travel will break. Continuity holds because the same clinician stays with the person throughout, and modality is matched at intake rather than assigned. When something is urgent, same-week access is the norm rather than the exception.
Cover the people the plan depends on.
A confidential conversation about a senior-tier benefit takes one call, and it does not disturb the program you already run. The full range of arrangements is set out on our partnerships page.
Start a partnership conversationHow a senior leader is matched.
Every individual is matched by hand rather than by an algorithm running against an intake form, and the clinicians are drawn from the same senior bench behind our CEO therapist work.
The eligible individual submits a confidential intake form covering presenting issues, modality preference, professional context, and scheduling parameters. Operated by CEREVITY directly, not by a broker.
Intake is reviewed by CEREVITY's clinical leadership against the network's active capacity, current licensure footprint, and modality availability. This is the step that does not exist in an EAP.
A specific clinician is matched to the senior leader, who receives the match with the clinician's profile, modality, and credentials, plus a direct online scheduling link.
Scheduling runs directly through CEREVITY infrastructure with no phone handoff. First sessions are typically scheduled within 5 to 10 business days of the match.
Care continues on the cadence the clinical work requires, in 50-minute, 90-minute, or 3-hour sessions, without an employer-imposed session cap.
Capability comparison for senior teams.
An evaluation framework on the dimensions that decide a senior-tier scope. All three models have a place; they are built for different populations and should be judged against different questions.
| Dimension | Typical EAP | Executive-tier platform | CEREVITY |
|---|---|---|---|
| Network model | Broker layer between employer and contractor roster | Single-vendor platform, W-2 or contracted pool | Independent clinical network with direct relationships |
| Clinician assignment | First contractor to reply with availability | Algorithmic matching on intake-form inputs | Clinical review by network leadership |
| Intake and scheduling | Phone handoff to the clinician's line | App-based intake and scheduling | Network-operated intake, direct online scheduling |
| Session formats | Standard 50-minute, capped session counts | Standard 45 to 50-minute sessions | 50-minute, 90-minute, and 3-hour formats, no cap |
| Clinical scope | Acute, broadly applicable concerns | Workforce-wide, executive tier as an upsell | Built around the presenting issues of senior leaders |
| Modality fit | Generalist talk therapy | Generalist therapy with some specialty | CBT, DBT, psychodynamic, IFS, matched at intake |
| Reach | National via roster density | National telehealth, roster variance | All 50 states via telehealth |
| Payment model | Employer-sponsored, in network | Per-employee-per-month seat pricing | Private pay, out of network, partnership agreement |
| Employer visibility | Aggregate, broker-mediated | Vendor dashboards with engagement metrics | Administrative reporting only |
| Right fit for | Workforce-wide acute support | Mid-tier ongoing care with an executive add-on | senior teams, end to end |
If you are running a formal vendor evaluation, our notes on what to look for in a private therapy provider for employees cover the procurement side, including the questions that separate a clinical network from a platform.
What the employer sees, and what it does not.
For a senior-tier channel to function, the person using it has to trust that engaging with it creates no visibility into their care. CEREVITY is built around that requirement, and it is the thing most corporate wellness vendors cannot offer a senior leader.
- Confirmation that contracted services were provided to eligible individuals.
- Aggregate utilization at the partnership level, where contractually appropriate.
- Invoicing and eligibility reconciliation.
- Nothing tied to a specific named senior leader's clinical content.
- Whether a specific named senior leader has scheduled, attended, or engaged.
- What clinical issues are being addressed, or which clinician is assigned.
- Session notes, treatment plans, or diagnostic information.
- Any attendance detail at the individual level.
Clinicians are independent licensed professionals operating under their own licensure and the confidentiality and privacy obligations that attach to it. Protected health information is held within the clinical infrastructure, and the agreements governing it are defined in writing before the partnership goes live. Our notice of privacy practices and privacy policy are published in full.
Clinical records, session content, and individual engagement data sit inside the clinical platform. The administrative layer the partner interacts with is structurally separate from the clinical layer.
Eligibility lists are maintained on the partner side and confirmed at the point of intake. Administering eligibility does not require the partner to receive clinical information back.
A Business Associate Agreement is executed where the partnership structure requires it, and whether one applies is a determination made with counsel rather than assumed. The partnership agreement defines the administrative reporting scope in writing before anything goes live. See also our terms of service.
Senior people ask about downstream exposure before they will engage at all. The question that comes up most is whether therapy shows up on a background check. It is answered directly on our site.
What the first 30 days look like.
The hardest part of a senior-tier partnership is not the contract. It is the period between signature and the first senior leader in care.
A 60-minute kickoff with your team and CEREVITY's partnership lead. We confirm the partnership shape, the eligibility model, the administrative reporting scope, and the internal owner. The BAA, where applicable, is executed.
Your team provides the eligible-individual list. CEREVITY confirms it against the network and establishes the verification path at intake. Only eligibility confirmation flows forward.
CEREVITY provides a confidential, senior-tier comms template explaining the benefit, the privacy posture, and how to access intake. It is written to be received without stigma.
Eligible individuals begin intake on their own cadence. First sessions are typically scheduled within 5 to 10 business days. By day 30 the partnership is operational and a quarterly review cadence is in place.
The business case for the employer.
Retention, performance and recruiting are the levers, and at this level of the organization each one carries a number the finance team already tracks, starting with the cost of turnover in senior roles.
Retention of key people
In the Deloitte survey, 70 percent of C-suite leaders said they were seriously considering leaving for a role that better supported their well-being, against 57 percent of employees. Confidential clinical care is one of the few interventions that reaches the people least likely to raise a hand, which puts it in the same conversation as retaining top talent rather than in the wellness line of the budget.
Sustained performance
Judgment, focus and decision quality degrade under chronic unmanaged stress long before anyone steps back, and at this level the cost lands on the decisions rather than on the attendance record. Care that addresses the underlying pattern rather than the surface symptom is what keeps a leadership team operating at the level the plan assumes, and it is the mechanism behind burnout's impact on productivity.
Recruiting and continuity
Offering a senior-tier benefit signals that the organization treats its leaders as long-term assets rather than as line items, which matters when recruiting the next operating team. It also gives a board something concrete to point at when succession planning turns from a slide into a live question.
Questions benefits teams ask first.
What do corporate wellness vendors do?
Corporate wellness vendors supply the programs an employer offers to support employee health: biometric screenings, health risk assessments, activity challenges, digital mental health apps, and an employee assistance program for short-term counseling. They are designed for population reach and are measured on it. CEREVITY does not compete with that layer. It covers the senior tier the population layer was never built to serve, and it is frequently reviewed alongside the EAP alternatives a benefits team is already looking at.
How do you choose a corporate wellness vendor for executives?
Ask four questions. Who assigns the clinician, and is that a clinical decision or a scheduling one. What does the employer see about an individual's engagement, and is that written into the agreement. What session formats exist beyond a standard hour, and is there a cap on sessions. And how is care paid for, because anything that files a claim creates a record a senior person will weigh before deciding whether to engage at all.
Do corporate wellness vendors cover senior leadership?
In principle yes, in practice rarely. Senior leaders are eligible for the same programs as everyone else and use them at a fraction of the rate, because the channel runs through the company and the exposure is asymmetric at the top. That gap is the reason a separate senior tier exists, and it is the same reasoning behind an executive mental health benefit for companies.
Is this coaching or therapy?
It is therapy, delivered by licensed clinicians, and it is distinct from executive coaching. Coaching is oriented to performance and frequently reports back to a sponsor. Therapy is confidential clinical care with no stakeholder except the person in it, addressing stress, anxiety, depression and the personal weight of the role. The distinction is set out in executive counseling versus executive coaching.
How quickly can someone be matched?
Once the partnership is in place, an individual is matched by hand to an appropriate clinician, typically on a same-week basis depending on licensure footprint and modality fit. First sessions are usually scheduled within 5 to 10 business days of the match. Matching is reviewed by CEREVITY's clinical leadership rather than assigned algorithmically.
Does this replace our EAP?
No. The EAP continues to serve the broader population at high volume and at a price point built for that. CEREVITY sits above it as a narrow senior-tier benefit, and the two are scoped separately in the partnership agreement. Most partners keep both, because they answer different questions for different populations.
What does it cost the employer?
Structure is agreed in the partnership conversation and depends on how many individuals are covered and how wide the access is. CEREVITY is a private-pay network with transparent fees, so there are no claim-driven surprises in the accounting. Standard individual rates are published on our pricing page.
How do we begin?
Start a partnership conversation using the form on this page, by phone at (562) 295-6650, or through the contact page. A single leader who would rather begin privately can use get started with no employer involvement at all.
Start a partnership conversation.
Tell us who you are trying to cover and what already exists. A member of CEREVITY's clinical leadership will follow up directly and confidentially.
Further reading and related partnerships.
Research, buyer-side notes, clinical writing, and the other populations CEREVITY supports.
Research and reports
For benefits and HR teams
Clinical writing
A note on sources.
The randomized-trial figures on this page come from Song and Baicker, JAMA, April 2019, an 18-month randomized clinical trial of a workplace wellness program covering 32,974 employees across 160 worksites. The direction of that finding is corroborated by an independent trial at a different institution, the Illinois Workplace Wellness Study, summarized by NBER and published by Jones, Molitor and Reif in the Quarterly Journal of Economics in 2019, which randomized nearly 5,000 university employees and found no significant effects on medical spending, biometric outcomes, or productivity after two years. The employee and C-suite comparison is drawn from Deloitte and Workplace Intelligence, a February 2022 survey of 2,100 respondents split evenly between C-suite leaders and employees across four countries. The structural comparison of vendor models is based on the firsthand experience of CEREVITY clinicians who have served on employee assistance panels, combined with publicly available vendor materials, and is not a quality judgment. Specific contractual scopes, including any Business Associate Agreement, are confirmed in writing in the partnership agreement before a partnership goes live. Additional CEREVITY research is collected in the knowledge base.