94%
The reach gap
Less than five percent of employees actually use a traditional EAP, and most of them only because they were forced into it with an incentive. Ninety four percent go unserved. That is not a benefit. It is a gap.
COGAI Workforce
Workplace mental health, measured.
Proactive. Easy. Measurable. Without violating privacy. Seven validated instruments. One composite number. The employer never sees an individual score.
The problem
A CEO can tell you this quarter's revenue to the dollar. They cannot tell you whether their people are okay.
Every company spends real money on mental health. They pay for an EAP. They run an engagement survey. They send out benefits emails. When you ask them whether any of it is working, the honest answer is nobody knows. Not because they do not care. Because they legally cannot see the data that would tell them.
1 in 5
The diagnosis gap
Twenty percent of Americans live with a mental health condition. Five percent live with a severe one. Most are undiagnosed. The last place they are going to share is with their employer.
$500K — $2.5M
The cost gap
For a company doing ten to fifty million in revenue, untreated mental health typically shows up as five hundred thousand to two and a half million per year in absenteeism, low performance, turnover, and unfilled positions.
Cost figure paraphrased from Dr. John Abrahams on the losses a mid market employer typically absorbs in absenteeism, low performance, turnover, and unfilled positions.
What we believe
Five beliefs the product is built on.
Workplace mental health does not move because nobody can see it. The instruments to see it already exist. Privacy is the architecture, not a feature. One number changes the conversation. AI does not decide.
01
Mental health has been invisible to the people who need to act on it.
HR cannot see it, legally they should not. Clinicians cannot see it between visits. Employees do not volunteer it until it is already bad. They are embarrassed, or they do not want to be seen as a problem. That is why nothing moves.
02
The tools already exist. They were not operationalized.
PHQ 9. GAD 7. PCL 5. DAST 10. AUDIT. PSQI. Work Wellness. Instruments every clinician already uses. COGAI runs them at organizational scale, on the employee's phone, every month.
03
Privacy is not a feature. It is the architecture.
The consent document is the precondition for every other screen. Without it, the product collapses, and so does trust. Consent is captured per user, before any data exists, and the employer is contractually committed to aggregate visibility only.
04
One number changes the conversation.
The R Score lets a CEO talk about workforce wellness without talking about any individual diagnosis. Zero to one, lower is better. Trended over time. Defensible to the board.
05
AI does not replace clinical judgment. It removes the paperwork.
AI inside COGAI is non diagnostic and non emergency. It helps structure the conversation and spot patterns. Every clinical action is initiated by a human. That line is in the consent, not just the marketing.
The R Score
One number. Lower is better. Trended over time.
The R Score rolls seven validated screeners into one composite. Zero to one. Every employee sees their own immediately after the cycle. Every department over ten people sees an aggregate. The organization sees a single number trended over time. The weights are auditable. The math is not a black box.
That is the metric your board has been asking for.
Example
0.37
Mild risk · trend down four percent month over month
- Depression · PHQ 9
- Anxiety · GAD 7
- Trauma · PCL 5
- Drug use · DAST 10
- Alcohol use · AUDIT
- Sleep · PSQI
- Work wellness
Seven validated instruments
Named. Scored. Tracked.
No proprietary questionnaires stand in for them. Each instrument runs in under a minute. The full cycle is eight minutes a month. Decades of clinical research underneath each one.
PHQ 9
Depression
GAD 7
Anxiety
PCL 5
Trauma
DAST 10
Drug use
AUDIT
Alcohol use
PSQI
Sleep
WORK
Work wellness
Three views
Three audiences. One source of truth. Zero cross contamination.
The employee, the manager, the executive. In medical tenants, add a clinician. The scope changes. The boundary does not.
- 01
Eight minutes a month. The employee owns their score.
Employee view
A private, mobile first check in. The employee sees their own score and a path to help. The record is encrypted at the individual level and is never reconstructable from the employer side. Completion runs above ninety percent in seeded tenants because the cycle is short and the score comes back immediately. - 02
Aggregates only. Subject to a minimum cohort floor.
Manager and executive view
Department and organization level R Score trends, participation, and engagement. No individual scores. No reconstruction of any single employee is possible. This is the dashboard a CHRO opens on Monday morning. This is the slide a CFO takes to the board. - 03
For medical tenants. Identified panel inside the boundary.
Clinician view
When the same product runs in a clinical tenant, a Medical Provider role gets a fourth view: identified panel, R Score sort, twelve month trend, clinical thresholds pre wired. That view never crosses into the workforce tenant. Three audiences, one source of truth, zero cross contamination.
Cadence options
QuarterlyMonthlyWeeklyCustom
Privacy architecture
The employer never sees an individual score.
Not once. The consent document commits the employer contractually to aggregate, de identified visibility only. These three lines live in the contract. They are not a feature in a settings panel. They are a boundary the architecture enforces.
- Consent captured per user, before any data exists. Timestamped. Revocable at any time.
- HIPAA aligned posture. BAA available on request.
- Crisis escalation runs through the COGAI clinical team. Not HR.
- 01
No PHI leaves the clinical boundary.
- 02
No therapy notes are ever accessible to the employer.
- 03
No individual symptom scores are ever accessible to the employer.
AI posture
People hear AI in healthcare and tense up. They should. We do too.
AI in COGAI helps structure the conversation and spot patterns across instruments and across time. It does not diagnose. It does not treat. It does not decide.
Every clinical action is initiated by a human. That line is written into the consent document, not just the marketing.
AI in COGAI is non diagnostic and non emergency. Non negotiable.
When someone is at risk
The clinical team handles it. Not the employer.
The employer is not the first responder. The employer is not even in the loop. A licensed counselor is, around the clock.
01
Real time clinical alert
When a response clears a clinical threshold, our clinical team is paged in real time. Not the employer. Not HR.
02
Live licensed counselor
A licensed counselor is available inside the app, around the clock. Chat or phone. The employee chooses.
03
Warm handoff to 988
When appropriate, the counselor facilitates the handoff to 988 or local emergency services on the line.
04
Loved one outreach
If the employee names a friend or family member, we can intervene with that contact. The employer is not in the loop.
05
Twelve week check in
A templated twelve week high risk check in runs after the acute moment. The clinical team owns the loop.
From the founder
Built for an altruistic reason.
Dr. John Abrahams, founder. Practicing neurosurgeon. Built COGAI inside the clinical practice he runs day to day in New York.
“The current EAPs are not penetrating. There is no reason for an employee to use it. They do not trust it. With our application, we are proactive. We are going at the employee. And we are doing it in the privacy of that employee’s personal space. They do not have to share it with their employer.”
Dr. John Abrahams · Founder
Sixty day pilot
Sixty days. One cycle. One decision.
Pilot one business unit or one site. One full measurement cycle. A Day 35 decision meeting with a board ready dashboard. If the number does not move and your people do not tell you it was worth doing, you walk away. The clause is written to be used.
Completion in seeded tenants runs above ninety percent because the cycle is eight minutes and the employee gets their own score back immediately.
- 01
Stand up in days
Tenant configured, consent captured, roster loaded. No EHR integration. No IT lift. - 02
First cycle inside a month
Eight minute monthly check in goes out. Employees see their own R Score immediately. The aggregate begins to populate. - 03
Day 35 board ready dashboard
Organization R Score, department aggregates, completion, trend. Continue, adjust, or walk away. - 04
Day 60 decision
One full cycle complete. The number, the participation, and the employee feedback drive the contract conversation.
Pricing
Seat based. Four tiers.
Per seat pricing is set with the client at pilot scoping. The tier structure is fixed. The dollar figure is in conversation.
| Tier | Headcount | Typical fit | Per seat per month |
|---|---|---|---|
| XS | Up to 25 employees | $TBD / seat / month | |
| SM | Up to 150 employees | $TBD / seat / month | |
| MD | Up to 355 employees | $TBD / seat / month | |
| LG | 2,200 or more employees | $TBD / seat / month |
Pricing is confirmed during pilot scoping.
FAQ
What we are usually asked
We already have an EAP. Why pay for another vendor?
+
Less than five percent of employees actually use a traditional EAP, and most of them only because they were forced into it with an incentive. COGAI Workforce is proactive. We go to the employee, every month, with validated instruments. The reach is the difference. The two can run together, or COGAI Workforce can replace an EAP that is not earning its line item.
If we deploy this, what do we see about our people?
+
Aggregates. Nothing else. Department and organization level R Score trends, participation, engagement. The employer never sees an individual score. Not once. Consent is captured per user, timestamped, revocable. The consent document commits the employer contractually to aggregate visibility only. That is what makes employees actually use it. That is what makes your general counsel sign off.
What is the R Score, exactly?
+
A composite drawn from seven validated screeners. Zero to one, lower is better. Every employee sees their own immediately after the cycle. Every department over ten people sees an aggregate. The organization sees a single number trended over time. It is the metric your board has been asking for, computed transparently from instruments your clinical advisors already trust.
Why these seven instruments?
+
PHQ 9 for depression, GAD 7 for anxiety, PCL 5 for trauma, DAST 10 for drug use, AUDIT for alcohol use, PSQI for sleep, plus a work wellness scale. They are the same instruments every clinician in this field already uses. Each runs in under a minute. The full cycle is eight minutes a month. Validated means they survived peer review and are accepted in clinical practice.
How does the AI inside COGAI actually work?
+
AI in COGAI helps structure the conversation and spot patterns across instruments. It does not diagnose. It does not treat. It does not decide. Every clinical action is initiated by a human. That line is written into the consent document, not just the marketing.
What if we do not want to see any data at all?
+
Employers can opt out of seeing any data, including aggregate reports. Some tenants prefer this posture, sponsoring the benefit without receiving population level reporting. The architecture supports it.
What happens if an employee reports self harm or harm to others?
+
Crisis escalation runs through the COGAI clinical team, not HR. A designated crisis counselor is engaged, live chat is available around the clock, a warm handoff to 988 is available, and a templated twelve week high risk check in runs after the acute moment.
What does the pilot look like?
+
Pilot one business unit or one site for sixty days. One full cycle. One decision meeting at day thirty five with a board ready dashboard. If the number does not move and your people do not tell you it was worth doing, you walk away. The clause is written to be used.
Mental health is not really our problem.
+
It is the dominant cost driver employers do not measure. Most large employers are too busy to quantify it, so they assume it is not happening. COGAI Workforce is designed to quantify it, address it, and report the return on investment back to the people writing the checks.
We cannot afford another vendor.
+
Start with the sixty day pilot. If the cycle does not show movement and the employees do not tell you it was worth doing, you walk away. The pilot is built to surface the offset on your own panel, not against a marketing figure.
Request a demo
Show me what this looks like in a real workforce.
A product lead walks you through the three views, the consent architecture, and a representative dashboard. Forty five minutes. No sales cadence after.
- Three views walk through
- Consent architecture, line by line
- Sixty day pilot scoping, if the fit is right