BPO and Beyond

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Financial Wellbeing for the BPO Workforce

Help Your People Build Financial Resilience, Grow Their Income, and Prepare for What’s Next.

We help employees manage what they earn, explore ways to earn more, and learn how to build long term wealth.

Request a pilot
See how it works

Start with one site or account — 100 to 300 employees is enough to see real movement before deciding on a wider rollout.

77%of Filipino employees help support or fully fund their household
58%fall into the two most financially vulnerable segments
50%felt significant financial stress the day before
39%of Filipino employees are engaged at work

Why this moves engagement, productivity, and attrition

Three problems every site director already tracks, and the mechanism the Financial Wellbeing Program uses on each one.

01

Engagement

Why it moves. Financial pressure follows people onto the floor. A program about their own money, their own income, and their own future is the rare thing employees attend without being told to.

The mechanism. A baseline assessment, live sessions built around real scenarios, and something visible to show early — a budget map, an emergency fund started, a first financial goal hit.

What you measure: participation, completion, and a pre and post financial confidence survey, per cohort.

02

Productivity

Why it moves. Money stress shows up as reduced focus during calls, more sick days, and slower decision-making — the same metrics you already track.

The mechanism. The Manage track removes the end-of-month scramble with cash-flow management and an emergency fund, so attention comes back to the floor.

What you measure: attendance and adherence for the cohort against a comparable team.

03

Attrition

Why it moves. Agents leave for money — for a raise they don’t see coming, or a business they think they have to resign to run.

The mechanism. The Earn and Invest tracks give employees a path to grow income and build something of their own without leaving the job.

What you measure: 6- and 12-month retention for the cohort against a comparable team.

A financial wellbeing journey built for BPO professionals

We built the program around a real financial progression, not a single workshop.

MANAGE

Build your financial foundation

Focus. Cash-flow management, budgeting, emergency funds, debt management, financial goals and habits, and a personal financial scorecard.

Goal: greater financial clarity and resilience.

EARN

Build your income capability

Focus. Career and income growth, entrepreneurship fundamentals, side-business and freelancing basics, and using AI as a productivity multiplier.

Goal: greater income capability and employee agency.

INVEST

Build for the future

Focus. Investing fundamentals, risk and diversification, long-term investing, retirement preparation, and avoiding common mistakes.

Goal: stronger long-term financial habits.

Built around the BPO employee experience

Your employees already understand performance metrics — AHT, Quality, Productivity, CSAT, NPS, Attendance, Performance Goals. We use that same familiar mindset to introduce a Personal Financial Scorecard.

Performance at work

  • AHT
  • Quality
  • Productivity
  • CSAT / NPS
  • Attendance
  • Performance
  • Career progression

Your financial wellness

  • Monthly cash flow
  • Debt health
  • Savings rate
  • Financial confidence
  • Emergency fund
  • Financial progress
  • Income growth

If we measure what matters at work, we can also learn to measure what matters for our financial future.

Start with a pilot, not a rollout

We don’t ask you to trust a slide. A pilot is built so the numbers are yours.

Step 1Baseline assessment

One site or account, 100 to 300 employees, and a similar team not in the program.

Step 2Manage, Earn, Invest

Live sessions scheduled around your shifts, on site or virtual, with tools and an action plan after each one.

Step 3Follow-through

Check-ins that keep progress from fading once the session energy wears off.

Step 4Report at 30, 60, 90 days

Participation, confidence, savings and emergency-fund progress, cohort versus comparison team.

Partnership models

Per-seat pricing on request. Start with a single pilot before deciding on a wider rollout.

Sponsored seats

Buy seats in a public cohort for selected employees.
From
5 seats
Schedule
Public cohort dates
Reporting
Completion per employee
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Private cohort

A closed cohort for one site or account.
Employees
100 to 300
Tracks
Manage, Earn, and Invest
Schedule
Around your shifts
Reporting
Cohort report plus 90-day follow-up
Talk to us

Site partnership

All three tracks, multiple cohorts a year, across sites.
Cohorts
4+ per year
Curriculum
Co-designed with your HR and L&D team
Reporting
Cohort reports plus quarterly review
Talk to us

Talk to us about your site

Thirty minutes with the founder. Bring your headcount and the employee population you want to start with, and leave with a suggested pilot design. Corporate pilots are scheduled with you directly and can run ahead of the public cohort.

  • Video call, Manila time
  • Scoped proposal within three working days
  • No commitment
  • Handled separately from the public waitlist

Handled separately from the public waitlist.