An executive mental health benefit your standard plan will never deliver.
A private clinical channel your organization provides to its senior leaders, built for the privacy, scheduling, and expertise a standard EAP was never designed to offer. Matched clinicians. Extended sessions. No visibility into who engages.
via telehealth
licensed clinicians
and 3 hours
out-of-network
A private clinical channel for the people making the highest-stakes decisions.
This page is for boards, CHROs, chief people officers, and executive committees scoping a leadership-tier mental health channel that operates outside the organization's existing EAP and workforce benefits stack. If that is you, the rest of this page is the briefing document.
CEREVITY operates as a clinical network with direct relationships between the network, the clinicians, and the sponsoring organization. There is no third-party broker layer. Executives are matched, not first-served. Scheduling and intake run through CEREVITY infrastructure. Care is private-pay, out-of-network, and structurally outside the organization's sponsored channel by design.
Our clinicians are independent licensed professionals, many of whom have worked with senior leaders before and understand leadership dynamics from inside their consulting rooms. CEREVITY exists because the structural realities of EAP coverage leave the leadership tier without an appropriate channel of care, and because that channel needs to be built differently.
The clinical profile of a senior leader is not the workforce-wide profile your EAP was built for.
The reasons your executives do not use the EAP are not failures of the EAP. They are inherent to how it was scoped. The leadership tier sits structurally outside what a workforce-wide benefit was designed to address.
Senior leaders present with a recognizable clinical profile: high-functioning anxiety maintained at significant personal cost, decision fatigue compounded across years, the specific isolation of the top, and identity-fusion with the role. These are not workforce-wide concerns the EAP roster was built to address. They are the presenting issues of a small, identifiable population the organization depends on most.
Standard benefits also fail the leadership tier on privacy. Insurance-based care creates claims, diagnosis codes, and explanation-of-benefits records that a board, an employer, or a family member could in principle see. In a small leadership tier even aggregate utilization can feel identifying, and for an executive whose authority depends on perceived stability, that exposure is a strong enough deterrent to prevent care entirely.
What changes when the channel is built around this profile: matched clinicians with experience treating senior leaders, session formats long enough to do depth work, scheduling that respects a controlled and unpredictable calendar, and a confidentiality posture that gives the organization no visibility into who has engaged or with what.
What CEREVITY clinicians actually treat in the leadership tier.
The clinical scope is built around the presenting profile of senior executives, not the workforce-wide profile an EAP is built for.
Executive burnout
Years of running at capacity with no recovery built into the calendar. Recovery capacity goes first, then judgment, then the decisions everyone downstream depends on. Different from acute stress, and treated differently.
High-functioning anxiety
Performance maintained at cost. The output looks fine to the board, the team, and the family; the cost stays invisible until it is not. Common across founders and C-suite leaders.
Decision fatigue
Hundreds of consequential decisions a week, each with downstream implications for strategy, people, and risk. Eventually the cost shows up, and not in the obvious places.
Isolation of the top
The higher the role, the fewer the people who can be told the truth. Leadership isolation is a treatable clinical issue, not a personality trait, and it compounds quietly over years.
Identity fusion with the role
Years of being defined by the title means separating self from role becomes its own clinical project. Particularly acute in the runway to succession, exit, or a forced transition.
Imposter syndrome at elevation
The promotion happened. The certainty did not. Common in newly elevated executives, external hires, and founder-to-CEO transitions.
Crisis and reputational exposure
Board conflict, a public scandal, layoffs a leader must personally conduct. Acute-stress events with a clinical signature, handled privately and entirely outside the organization's systems.
Post-transaction recovery
The cycle of all-consuming engagement followed by sudden depressurization after a deal, a raise, or an exit has a clinical signature. The intensive session format was built partly for this.
Three session formats, each chosen for the work.
Most benefits programs offer one session length. CEREVITY offers three, because different kinds of clinical work need different amounts of time. The choice is made between the clinician and the executive, not by what a payor will reimburse.
The steady cadence of ongoing therapy. Most clients spend most of their care in this format.
For work that needs more room than a standard hour. Focused work on a specific transition or decision.
For work that needs uninterrupted time to reach resolution within a single session rather than broken across weeks.
Because CEREVITY operates outside the insurance reimbursement model, session length is set by the clinical work, not by what a payor will reimburse. That is the structural reason the 50-minute, 90-minute, and 3-hour formats can all exist on the same network.
Ready to scope a leadership-tier briefing?
Briefings are scoped to your organization. We respond personally within 48 business hours with proposed times and any prepared materials relevant to the shape you are evaluating.
Request a briefingHow a executive gets matched, in five steps.
Matched, not first-served. Here is the process that produces the match for a senior leader.
The eligible individual submits a confidential intake form covering presenting issues, modality preference, professional context, and scheduling parameters. The form is operated by CEREVITY, 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 in the network is matched to the executive based on the review. The executive receives the match with the clinician's profile, modality, and credentials, plus a direct online scheduling link.
The executive schedules directly through CEREVITY infrastructure. No phone handoff. First sessions are typically scheduled within 5 to 10 business days of the match.
Care continues with the matched clinician on the cadence the clinical work requires, in 50-minute, 90-minute, or 3-hour sessions, without an employer-imposed cap.
Capability comparison for Executives and the C-Suite.
A vendor evaluation framework on the dimensions that matter when scoping a leadership-tier offering for executives. Both models have a place. They are designed for different populations.
| Dimension | Typical EAP | Executive-tier point solution | CEREVITY |
|---|---|---|---|
| Network model | Broker layer between organization and roster of contractors; scales well to workforce-wide coverage | Single-vendor platform with W-2 or contracted clinician pool | Independent clinical network with direct relationships, no broker layer |
| Clinician assignment | First contractor to reply with availability; optimized for speed-to-first-session | Algorithmic matching on intake-form inputs | Clinical review of intake by network leadership against active capacity |
| Intake and scheduling | Phone handoff to clinician's line; verbal scheduling on callback | App-based intake; in-app scheduling | Network-operated intake; direct online scheduling, no phone handoff |
| Session formats | Standard 50-minute; capped session counts per issue | Standard 45 to 50-minute sessions | 50-minute, 90-minute, and 3-hour formats; no employer-imposed cap |
| Clinical scope | Acute, broadly applicable workforce concerns; intentionally generalist | Workforce-wide therapy and coaching, with executive tier branded on top | Built around presenting issues specific to Executives and the C-Suite |
| Modality fit | Generalist talk therapy; modality-agnostic roster | Generalist therapy; some specialty referral | CBT, DBT, and psychodynamic clinicians, matched to presenting issue and modality preference at intake |
| Reach | National via roster density; varies by region | National via telehealth, with roster density variation | Nationwide via telehealth across all 50 states |
| Payment model | Organization-sponsored; covered through benefits plan | Per-employee-per-month seat pricing | Private-pay; out-of-network; structured through partnership agreement |
| Organization visibility | Aggregate utilization reporting; broker-mediated | Vendor dashboards with engagement and utilization metrics | Administrative reporting only; no clinical content visible |
| Where each model fits | Workforce-wide acute support | Mid-tier ongoing care with executive add-on | Executives and the C-Suite, end-to-end |
What the organization sees, and what the organization does not.
For a leadership-tier-tier mental health channel to function, the participating executive has to trust that engaging with it does not create organization visibility into their care. CEREVITY is designed around that requirement.
- 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 executive's clinical content.
- Whether a specific named executive has scheduled, attended, or engaged with care.
- What clinical issues are being addressed, or which clinician is assigned.
- Session notes, treatment plans, diagnostic information, or progress data.
- Any attendance detail at the individual level.
Clinicians in the network 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 is not transmitted to the partner organization, and the agreements governing it are defined in writing before the partnership goes live.
Clinical records, session content, and individual engagement data sit inside the clinical platform and are not shared with the partner organization. The administrative layer is structurally separate from the clinical layer.
Eligibility lists are maintained on the partner side and confirmed against the network side 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. The partnership agreement defines the administrative reporting scope explicitly, in writing, before the partnership goes live.
What the first 30 days look like.
The hardest part of a leadership-tier-tier partnership is not the contract. It is the period between signature and the first executive in care. Here is how CEREVITY runs that period.
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 on your side. The Business Associate Agreement, where applicable, is executed in this window.
Your team provides the eligible-individual list in the format your administrative systems support. CEREVITY confirms it against the network side and establishes the verification path that runs at the point of intake. No clinical data flows backward; only eligibility confirmation flows forward.
CEREVITY provides a confidential, leadership-tier-appropriate internal comms template explaining the benefit, the privacy posture, and how to access intake. Your team adapts it to your voice. The communication is designed to be received without stigma.
Eligible individuals begin intake on their own cadence. First sessions are typically scheduled within 5 to 10 business days of each intake. By day 30, the partnership is operational and your internal owner has a quarterly review cadence with the CEREVITY partnership lead.
The business case for the board and the people office.
Three axes a CHRO, a CFO, or a board can defend in a budget conversation. The numbers vary by organization; the structural argument does not. As a reference point, a global analysis in The Lancet Psychiatry estimated that every dollar invested in evidence-based treatment for depression and anxiety returns about four dollars in improved health and productivity.
Executive retention is a per-departure problem, not a workforce problem.
A single senior-leader departure costs the organization multiples of compensation in search, lost continuity, and strategic disruption. Retention math at the leadership tier looks nothing like workforce retention math. A clinical channel built for the realities of leadership pays for itself across very few prevented departures.
Executive performance is a leveraged input.
A leader running at 70 percent of capacity is not a 30 percent productivity loss. It is a leveraged loss across every decision they own, every team whose temperature they set, and every relationship they hold. Recovery of clinical capacity flows downstream through the entire organization.
Leadership recruiting and retention signal.
Senior candidates increasingly weigh an organization's well-being posture as part of the decision. A named, confidential, leadership-tier mental health channel is a differentiating signal in the executive market and a defensible answer in a board or compensation conversation.
Questions executives and their teams ask first.
Clinicians in the CEREVITY network are independently licensed professionals operating under their own licensure and the confidentiality and privacy obligations that attach to it. The handling of any protected health information, and the specific agreements that govern it including any Business Associate Agreement, are defined in writing in the partnership agreement before the partnership goes live, scoped to your organization's structure.
No. Administrative reporting only. The organization receives confirmation that contracted services were provided to eligible individuals and aggregate utilization where contractually appropriate. It does not see whether a specific named executive has scheduled, attended, or engaged, what clinical issues are being addressed, or which clinician is assigned. This is contractually scoped before the partnership goes live.
No. CEREVITY is a structural complement to it. Most organizations keep their EAP in place for workforce-wide coverage and add CEREVITY as the leadership-tier private-pay channel for ongoing depth-oriented work that the EAP was never scoped to provide.
Clinicians in the CEREVITY network are bound by their licensure-specific mandatory reporting obligations. CEREVITY is not a reporting workaround and does not represent itself as one.
No. CEREVITY is private-pay and out-of-network by design. The structure is intentional: it is the only way to deliver the clinical scope, session formats, and confidentiality posture the leadership tier requires.
Pricing depends on the shape of the engagement, the size of the eligible leadership population, and how the organization administers benefits. The briefing call is where we identify the right structure, and the cost falls out of that, not the other way around.
First sessions are typically scheduled within 5 to 10 business days of intake, depending on modality requirements and scheduling parameters.
Through a briefing call. Use the form below or email [email protected] directly. Briefings are scoped to your organization; we respond personally within 48 business hours.
Tell us about your organization. We respond within 48 business hours.
Briefings are scoped to your organization. Share a few details below and we will respond personally with proposed times and any prepared materials relevant to the leadership-tier channel you are evaluating.
The structural argument on this page is based on the firsthand experience of CEREVITY clinicians who have served on EAP panels, combined with widely-published industry estimates of EAP utilization and Executives and the C-Suite-specific data where cited. Specific contractual scopes, including the administrative reporting boundary and the BAA structure, are confirmed in writing in the partnership agreement before any partnership goes live.