Know how your people are really doing — and what to do about it.
Honest measurement, real pattern detection, and evidence-based playbooks — built by psychologists, private enough that your people actually tell the truth.
ELEVANE measures how your organisation is really doing and turns it into expert-led action — a wellbeing consultancy, delivered through software.
27
dimensions of workplace wellbeing, across 4 levels
5+
minimum group size, always
~90s
weekly check-in
Minutes
to set up — self-serve, no IT project
Why this isn't optional
Poor wellbeing already has a price. Right now, you just can't see it.
This isn't a soft-benefits argument — it shows up on the P&L, in the form of lost output, burnout-driven attrition, and cover that's harder to find every year. The numbers below are independently sourced, not ours.
US$1 trillion
lost globally every year in productivity, from depression and anxiety alone
12 billion
working days lost worldwide each year to depression and anxiety
£51 billion
cost of poor mental health to UK employers every year, in presenteeism, absence and turnover
The problem
Most companies are flying blind on wellbeing
An annual engagement survey tells you how things were, months after they happened — long after a good team quietly went flat, or a strong performer started looking for the door. By the time the results land in a slide deck, the moment to act on them has usually already passed.
- Once-a-year surveys arrive too late to catch anything but the aftermath.
- Response rates decay fast once people suspect answers aren't really anonymous.
- Averages hide the one team quietly struggling inside a healthy-looking company.
How it works
From signup to acted-on insight
- Step 01
Create your setup
Sign up and build your org structure in one sitting — departments, teams, levels. No company name required to start, no IT ticket, no sales call. Most HR teams finish this in one sitting.
- Step 02
Invite your people
Add people one by one or in bulk. Each person gets a private sign-in link, joins in under a minute, and starts with four short checklists — any order, their own pace — nothing HR sees until enough people have answered.
- Step 03
Results build
Four checklists, about 2 minutes each, then under a minute a week after that. Company and department trends accumulate automatically and get checked against a pattern library our psychologists built from real organisational cases.
- Step 04
Consultancy acts
Every detected pattern links to a ready playbook — sized interventions a manager can use this week. On Insight, a psychologist works through the harder ones with your leadership directly, every month.
Why your employees will actually use it
Trust isn't a policy here — it's your data-quality guarantee
Honest measurement only works if people believe their answers can't be used against them. That's not a nicety we add on top — it's the mechanism that makes the data worth collecting in the first place.
Individual answers are invisible by design — to managers, to HR, even to us. That's why your people answer honestly, and why your data is worth acting on.
- Individual answers are never visible to anyone — not a manager, not HR, not even us.
- Every organisational view is aggregated across teams of at least 5 people, enforced at the database layer — smaller teams simply don't get shown, no exceptions.
- We don't collect names — nothing links an account back to an identity beyond a sign-in email.
- Anyone can delete their account and all their data, permanently, with one tap.
The architecture, not just the promise
This is the actual path your people's answers take. There's no branch off it that leads back to an individual — because that path was never built.
"A private space to check in on how work is really going."
The exact words your people see before they say yes.
Your employees never pay — full personal access is included in your plan, for life, even if they leave your company. That's not generosity; it's what makes the privacy promise credible enough to act on.
Read all six commitments in full →See it for yourself
This is the dashboard you'll work in
Explore it live with sample data — nothing here requires a login.
Overview — what greets you on login
The company view
Company-wide scores, a detected pattern, and a plain-language AI summary — the first thing you see, not a spreadsheet you have to interpret.
- 27 domains rolled up across 4 levels, at a glance
- Pattern signal cards, not raw numbers to interpret yourself
- An AI summary refreshed as new data comes in
Trends — one card per domain
Trends, not just a snapshot
One card per domain, each with its own trend line — filterable by department and time period, so a dip shows up while it's still small.
- Every domain, its own sparkline
- Filter by department, team, or time period
- Dips surface early, while a fix is still small
Playbook — from pattern to action
Every pattern comes with a plan
Click through from a detected pattern to what it usually means and a ranked list of interventions — smallest first, so a manager can start today.
- 18 playbooks, one per detectable pattern
- Interventions ranked smallest to most involved
- Specific, sized moves — not a generic wellness poster
Employee view — private, self-chosen
What your people get
A calm, private view of their own trends — not a company dashboard. They choose what to track, a short check-in keeps it current, and only they ever see it.
- They choose which domains to track
- A short weekly check-in keeps it current
- Visible only to them — never to a manager or HR
You already have an EAP
We complement it, we don't replace it
An Employee Assistance Programme responds after someone reaches out — and most people never do. ELEVANE works upstream of that: it notices patterns across a team before they turn into a crisis, and its tools point people toward help earlier, including your EAP, when that's the right next step. Measurement and support, working together instead of standing in for each other.
Built by psychologists
Two psychologists who've seen this from both sides
Mihai Ovidiu Munteanu
Founder · Psychologist
Spent years inside corporate environments, watching companies that genuinely cared about their people guess in the dark about how those people were doing.
Flavian Dumitru Grădinaru
Co-Founder · Psychologist & Psychotherapist
Brings a practicing psychotherapist's working knowledge of how people struggle, cope, and recover to every design decision.
Ready to know how your people are really doing?
Explore the demo with sample data, or get started with your own team.