CEO & Board
A credible, board-reportable investment in your people - with proof.
Vision, proof & the askOne programme, mapped to what your board cares about.
The same measured longevity engine, framed for the outcome you need, the industry you operate in, and the seat you sit in.
By outcome
Five outcomes your leadership can stand behind.
Pick the outcome that matters most - the programme delivers the same proof, framed for that result.
Productivity Protection
The problem
Metabolic, cardiac and mental-health decline builds silently for years - and lands as absence, presenteeism and lost output long before anyone calls it illness.
How AIWO addresses it
- Reads 200+ early signals before symptoms appear
- Converts findings into the 2–3 actions that move the score most
- Re-measures quarterly so improvement is proven, not assumed
Critical-Role De-risking
The problem
Your most irreplaceable people carry the most hidden risk - and a single health event in a critical role is a continuity crisis you absorb without warning.
How AIWO addresses it
- Surfaces reversible risk in key people while it is still reversible
- Tracks 8–10 organ ages per leader, year over year
- Physician oversight on every flagged value
Retention & Culture
The problem
Perks are easy to match and easy to leave. A measurable investment in someone's actual longevity is not.
How AIWO addresses it
- A programme that measurably improves a life is hard to leave
- Belonging built through cohorts, challenges and shared progress
- 12 months of genuine engagement, every year
GLP-1-Era Duty of Care
The problem
The metabolic shift is already moving through your workforce. Without objective baselines and oversight, it's an unmanaged risk.
How AIWO addresses it
- Objective metabolic baselines for every enrolled employee
- Physician oversight - never "AI-diagnosed"
- Turns an emerging risk into demonstrable care
ESG & Wellbeing Reporting
The problem
Boards and investors increasingly want human-capital evidence - and "we ran a webinar" is not evidence.
How AIWO addresses it
- A measured, board- and investor-legible wellbeing trajectory
- Aggregate and anonymised - never an individual's data
- Tracked year over year for the annual report
By industry
Tuned to the risks your sector actually carries.
Technology & GCCs
Risks & drivers
Sedentary, high-pressure, screen-heavy work; young workforces with hidden metabolic risk; fierce competition for talent.
Why workforce longevity matters here
- A differentiated, measurable benefit in a tight talent market
- Catches metabolic decline early in a "young but at-risk" base
Sample rollout
Pilot in one GCC tower → weekly waves across campuses → aggregate dashboard for the people leadership.
Financial Services
Risks & drivers
High-stress, high-stakes roles; concentrated value in a few critical people; strong governance and reporting culture.
Why workforce longevity matters here
- Critical-role de-risking for irreplaceable senior people
- Board-legible, aggregate wellbeing reporting
Sample rollout
Leadership CXO cohort first → broaden by division → ESG-grade aggregate reporting.
Manufacturing & Energy
Risks & drivers
Older, distributed workforces; physically demanding roles; higher cardiometabolic baseline risk; safety-critical environments.
Why workforce longevity matters here
- Surfaces cardiometabolic risk early across the workforce
- Wave delivery designed for multi-site, large-scale rollouts
Sample rollout
On-site camps per plant → ~1,250-person weekly waves → site-level aggregate views.
Healthcare & Pharma
Risks & drivers
Clinical, high-burnout workforces; deep scientific literacy; high expectations of clinical rigour.
Why workforce longevity matters here
- Physician-led rigour that clinical staff trust
- Burnout and recovery surfaced through measurable markers
Sample rollout
Pilot with one care unit → department waves → wellbeing trajectory for leadership.
Professional Services
Risks & drivers
Billable-hour intensity; travel and irregular rhythms; partner-track pressure; people are the entire product.
Why workforce longevity matters here
- Protects the human capital that is the firm's product
- Circadian, stress and recovery pillars tuned for travel
Sample rollout
Partner cohort → associate waves → retention-focused aggregate view.
Public Sector
Risks & drivers
Large, diverse workforces; strong accountability and transparency expectations; budget scrutiny.
Why workforce longevity matters here
- Transparent, aggregate, year-over-year accountability
- Scales identically across large, distributed teams
Sample rollout
Departmental pilot → phased waves → public-reporting-grade aggregate metrics.
By role
Built for the seat you sit in.
HR & People
An experience employees engage with, that's safe and private by design.
Experience & trustFinance
Transparent pricing, governance and a directional view of value.
Pricing & valueCMO / Wellbeing
Sound science and clinical governance you can defend.
Science & governance
Start here
Whatever the outcome - prove it on your people.
A managed 50–100-person pilot maps directly to the outcome you care about most.