The Weight-Loss Benefit Employees Actually Use.

Two ways. (1) Paired track: FitMate is layered on top of GLP-1 enrollees — we protect lean mass with nutrition + optional strength training, and build the habits that make tapering possible over 12–18 months. (2) Alternative track: for employees not clinically indicated or where you need to manage cost, FitMate runs standalone and delivers 6%+ weight loss for 90% of active members. Most employers run both simultaneously.

For a large share of your employees — yes. GLP-1s are clinically appropriate for a narrower population than many employers are currently covering. For everyone outside that narrow indication, a structured coaching program that delivers sustained weight loss at ~6% of the cost is a rational substitution. Several employers we speak with are pausing GLP-1 coverage for 2026 specifically because this path now exists, and reserving the drug for the most complex cases.

Simple version: a GLP-1 costs $5,000–$18,000 a year per member, depending on the price channel. FitMate costs about $530–$890 per active employee in total (six to ten months at $89). If roughly one member in eight to twelve on a GLP-1 steps down a year sooner and holds the result, the whole FitMate program pays for itself. You may also see soft-dollar returns — absenteeism, mental health claims, musculoskeletal claims — consistent with weight loss and improved nutrition.

Those are primarily self-guided digital programs or low-frequency RD sessions, and engagement typically collapses after the first few weeks. FitMate gives every active employee a dedicated certified human coach backed by AI that monitors real meal data every day. The coach calls, texts when data shows slipping, and adjusts the plan in real time. Different category of product: the difference between a fitness app and a personal trainer.

Either. Several of our employer conversations start with "we're in year 1 of 3 with <Noom/Omada/Virta/Teladoc> and we don't see the outcomes we need." If you're mid-contract, we can layer in parallel for a specific cohort (e.g. your GLP-1 population) — or pilot 50–200 employees and switch fully at renewal. We're flexible.

Very little. No SSO, no file feeds, no HRIS integration needed. We provide a branded enrollment page, a comms kit your team can drop into internal channels, and a monthly aggregate report. Benefits Ops typically spends well under an hour per month on us after launch.

We can provide our security and data handling pack on request — including our approach to PHI, data residency, MDM compatibility, and SOC-style controls. We're built to pass review by enterprise InfoSec and benefits legal. No PHI flows to the employer; only de-identified aggregate reporting.

A monthly aggregate report on active employees, engagement, weight loss distribution, protein adherence, GLP-1 tapering where applicable, and a simple ROI view. Formatted for review with your broker (WTW, Aon, Mercer, etc.). Above a certain volume, you get a secure portal to query de-identified population data on demand.

Every coach is a certified health coach with strong nutrition-for-weight-loss training and deep expertise in behavior change. Registered dietitians and nurses are on the clinical oversight team. AI handles the nutritional analysis; the humans handle the behavioral science — which is why this level of support lands at $89/month instead of $300–600/month for an RD-only model.

Yes — and we recommend it. Typical pilot is 50–200 employees for 90 or 180 days, with a defined read-out before your broader renewal decision. We'll co-design the cohort (often GLP-1 enrollees or a high-cost-claimant segment) and the success metrics up front.

LSA reimbursement path: immediately (no contract required). Direct employer-paid: typically 2–4 weeks from contract to go-live. We've launched pilots inside 10 business days when timing mattered.