Mental health care for the people your EAP was not built to reach.
CEREVITY is a private-pay clinical network for the C-suite, founders, partners, and senior leaders the EAP was never built to serve. Matched clinicians. Extended sessions. No broker layer. Nationwide via telehealth.
via telehealth
licensed clinicians
90-minute & 3-hour
out-of-network
A nationwide network of independent licensed clinicians, built for the gap.
This page is for the people responsible for evaluating a leadership-tier mental health channel: benefits leaders building out a tier above the EAP, executive teams scoping a concierge program for the C-suite, and professional associations adding a member-facing resource. 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 partner organization. There is no third-party broker layer. Clients are matched, not first-served. Scheduling and intake run through CEREVITY infrastructure. Care is private-pay, out-of-network, and outside the employer-sponsored channel by design.
Our clinicians are independent licensed professionals. Many have served on EAP panels and understand the model from inside. 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.
What CEREVITY clinicians actually treat.
The clinical scope is built around the presenting profile of the leadership tier, not the workforce-wide profile an EAP is built for.
Five years into the job and the calendar still wins every week. Recovery capacity goes first, then the work itself starts to slip. Different from acute stress, and treated differently.
Hundreds of decisions a week, each one with downstream consequences. Eventually the cost shows up, and not in the obvious places. Common to CEOs, GCs, and senior partners.
Performance maintained at cost. The output looks fine; the cost is invisible until it isn't. Common in partner-track and pre-promotion populations.
The promotion happened. The certainty didn't. Common in newly elevated GCs, first-time C-suite, and founders moving into operator roles.
What happens after the company sells, or after the board moves you out of the operating seat. The identity work that nobody warns founders about.
Board crisis, activist pressure, succession. The isolation of CEO-board dynamics is a clinical issue, not a leadership style problem.
Media exposure, public scrutiny, the loss of personal privacy that comes with senior visibility. Treated as the clinical issue it is, not as the price of the job.
M&A, IPO, exit, post-exit depression, partner-to-chair, and other career inflection points specific to leadership roles. The work that the calendar does not make room for.
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. Each format has a clear use case, and the choice is made between the clinician and the client, not by what a payor will reimburse.
The 50-minute session is the steady cadence of ongoing weekly therapy. It is the right format for the consistent, between-session work that builds and sustains a clinical relationship over time. Most CEREVITY clients spend most of their care in this format.
The 90-minute session exists for work that needs more room than a standard hour can hold. Depth-oriented sessions, focused work on a specific transition or decision, and weeks where one longer session does more than two shorter ones.
The 3-hour intensive serves two needs at once. Clinically, some work, particularly around identity, transition, and integration, needs uninterrupted time to reach resolution within a single session rather than being broken across weeks. Practically, senior leaders often cannot sustain a weekly 50-minute cadence; an intensive format lets one session carry the load of several.
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 all three formats can exist on the same network.
How a client gets matched, in five steps.
"Matched, not first-served" describes a process. Here is the process.
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 client based on the review. The client receives the match with the clinician's profile, modality, and credentials, plus a direct online scheduling link.
The client schedules directly through CEREVITY infrastructure. No phone handoff. No "call this number and leave a voicemail." First sessions are typically scheduled within 5 to 10 business days of the match.
If the match needs adjustment after the first session, the client requests a re-match through CEREVITY directly. Care continues with the matched clinician on the cadence the clinical work requires, in 50, 90, or 180-minute sessions, without an employer-imposed cap.
For clarity, four things CEREVITY is not.
No broker layer. No first-served roster. No employer-imposed session caps. CEREVITY does not replace your EAP, and your EAP does not cover what CEREVITY covers.
No chatbot. No AI-generated check-ins. No async-only model. Sessions are live, video, with a licensed clinician, in formats designed around clinical work.
Coaching helps you optimize for what is working. Psychotherapy helps you address what is not. CEREVITY clinicians are independently licensed mental health professionals working within clinical licensure, not coaches and not unlicensed practitioners.
Meditation, sleep, and mindfulness apps work on the margins. They do not treat the imposter syndrome of a newly elevated GC or the decision fatigue of a year-five CEO. Wellness benefits and CEREVITY can coexist; they are not substitutes.
Three partnership shapes, scoped to the organization.
CEREVITY partnerships do not follow a single template. The right shape depends on who you are and what gap you are filling. Each partnership is scoped on a briefing call. Each is structured around the clinical work, not around a procurement template.
For HR and Total Rewards leaders building out a leadership-tier offering. CEREVITY sits alongside your existing EAP and serves the population the EAP was not designed to reach: the C-suite, partners, GCs, founders, and senior leadership. Eligibility is defined by your team. Engagement is direct between the eligible employee and the CEREVITY network. The employer relationship is administrative, not clinical.
Engagement models include direct contract with eligibility list, stipend or LSA reimbursement, and seat-based arrangements. We do not publish standard pricing because the right structure depends on the leadership population size and how you currently administer benefits. Specifics are confirmed on the briefing call.
For executive teams, founders, and partner-level leadership scoping a concierge mental health channel that operates outside the employer-sponsored benefits framework. Used directly by named individuals or as a discretionary benefit administered through the executive office. Common in private equity portfolio companies, founder-led firms, professional services partnerships, and family offices.
For bar associations, medical societies, and trade and professional associations seeking a member-facing mental health resource that addresses the presenting issues common to the profession. Engagement is between the association and the network. Members access the network directly. The association does not see clinical information.
Why your EAP was not built for the leadership tier.
The reasons your executive team does not engage with the EAP are not a failure of your benefits team or a failure of the EAP vendor. They are inherent to the model. Before CEREVITY existed, our clinicians served on EAP panels, and we saw the model from inside the network.
EAPs sit between the employer and the clinicians, brokering capacity. The employer pays the EAP; the EAP emails its roster of independent contractors looking for an open slot; the first contractor to reply with availability gets the client. There is no direct relationship between the employer and the clinician delivering care. The "network" your benefits team evaluated is a marketplace.
This model works at scale for acute, broadly-applicable workforce concerns. It does not produce the curated clinical relationship the leadership tier needs. The benefits leader has no relationship with the person who actually sits across from their executive.
When an EAP needs to place a client, the rep emails the available roster and the first contractor to reply with an open slot is the one who gets the client. Specialty, gender, modality preference, language, lived experience, professional context: none of that is matched. A partner navigating a chair election needs a clinician who has worked with senior partners before. The first contractor with an open Thursday is not that match.
Once a contractor confirms availability, the EAP gives the client the clinician's phone number and asks the client to call. That number is supposed to be a business line, but the contractor controls how the line is set up. Many use cells, voicemail-only configurations, or numbers without appropriate intake infrastructure. The client, who is already in distress to be calling at all, is responsible for placing that call, leaving a message, and waiting for a callback.
EAP content and clinical scope is built around acute, broadly applicable concerns: stress, conflict, substance use, life events. The presenting profile of an executive office, the imposter syndrome of a recently promoted GC, the decision fatigue of a CEO on year five, the high-functioning anxiety of a partner up for chair, sits structurally outside the EAP coverage map. These are not problems the workforce-wide model has language for, much less clinicians prepared for.
Capability comparison: EAP and CEREVITY.
A vendor evaluation framework, on the dimensions that matter to a benefits buyer scoping a leadership-tier offering. Both models have a place. They are designed for different populations.
| Dimension | Typical EAP | Executive-tier point solution | CEREVITY |
|---|---|---|---|
| Network model | Broker layer between employer 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, 90, and 180-minute 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 the leadership tier |
| 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 | Employer-sponsored; covered through benefits plan; accessible to every employee | Per-employee-per-month seat pricing through employer | Private-pay; out-of-network; structured through partnership agreement |
| Employer visibility | Aggregate utilization reporting; broker-mediated | Vendor dashboards with engagement and utilization metrics | Administrative reporting only; no clinical content visible to the employer |
| Built for | Workforce-wide acute coverage | Workforce-wide ongoing care, executive tier as upsell | Leadership-tier ongoing care, end-to-end |
| Where each model is the right fit | Workforce-wide acute support, accessible to every employee | Mid-tier ongoing care with executive add-on | Senior leadership ongoing care, with confidentiality and modality fit |
What the employer sees, and what the employer does not.
For a leadership-tier mental health channel to function, the participating executive has to trust that engaging with it does not create employer visibility into their care. CEREVITY is designed around that requirement. The confidentiality posture is not a marketing line; it is the structural reason the channel works at all.
- 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.
CEREVITY operates as a HIPAA-covered entity. Clinicians in the network are independent licensed professionals operating under their own licensure and HIPAA obligations. Protected health information is held within the clinical infrastructure and is not transmitted to the partner organization.
Clinical records, session content, and individual engagement data sit inside the clinical platform and are not shared with the partner organization. The administrative layer the employer or association interacts with is structurally separate from the clinical layer the clinicians and clients operate in.
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; it requires only confirmation that the named individual is, or is not, on the eligible list.
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. Partners do not have to take confidentiality on faith; it is contractually scoped.
What the first 90 days look like.
The hardest part of a leadership-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-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 and without an HR meeting attached.
Eligible individuals begin intake on their own cadence. First sessions are typically scheduled within 5 to 10 business days of each intake. By day 90, the partnership is operational, administrative reporting is in place, and your internal owner has a quarterly review cadence with the CEREVITY partnership lead.
Questions benefits and legal teams ask first.
Yes. CEREVITY operates as a HIPAA-covered entity. Clinicians in the network are independently licensed professionals operating under their own licensure and HIPAA obligations.
Yes, where the partnership structure requires it. The Business Associate Agreement and the partnership agreement together define the administrative reporting scope in writing before the partnership goes live.
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.
All 50 states, via telehealth, through the network's combined licensure footprint. The network includes PSYPACT-credentialed psychologists for cross-state psychology practice and state-licensed clinicians across the full national footprint.
No. CEREVITY is a structural complement to existing EAP coverage, not a replacement. Most partner organizations keep their EAP in place for workforce-wide coverage and add CEREVITY for the leadership tier.
Administrative reporting only. No clinical content. No session notes. No confirmation of whether a specific named executive has scheduled or attended. The full visibility boundary is in the Confidentiality section above and is contractually scoped before the partnership goes live.
Clinicians are independently licensed professionals operating in network with CEREVITY. The structural difference that matters for partner organizations is not the employment classification of the clinicians; it is that CEREVITY operates as a clinical network rather than a broker layer.
First sessions are typically scheduled within 5 to 10 business days of the initial intake, depending on modality requirements and scheduling parameters.
Pricing depends on the shape of the engagement, the size of the eligible population, and how your 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.
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 partnership shape 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, which generally fall in the three to ten percent range, with five percent the most commonly cited figure. The capability comparison describes structural and operational differences between two models designed for different populations and is not a quality judgment of either. 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.