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GoPivot is a mobile-first employee engagement platform that combines corporate wellness, workplace safety, employee recognition, and a rewards marketplace in a single system. Employers use GoPivot to drive measurable behavior change across their entire workforce — from office employees to deskless and shift workers — using incentives, challenges, and content that are proven to lift participation and outcomes.
Three differences stand out. First, pay-for-performance pricing — employers pay for actively engaged employees, not per-employee-per-month seat licenses. Second, four solutions in one platform (wellness, safety, recognition, rewards) rather than disconnected point tools. Third, a chef-curated content library, behavior-change methodology, and rewards marketplace that reach blue-collar, deskless, and remote workers — not just knowledge workers with corporate email.
GoPivot serves employers and sponsoring organizations across industries — including manufacturing, logistics, healthcare, financial services, forestry, insurance, and hospitality — with workforces that range from a few hundred to tens of thousands of employees. Benefits brokers and consultants also recommend GoPivot to their clients as part of total rewards and population health strategies.
GoPivot Solutions, LLC was founded in 2003 and is headquartered in Atlanta, Georgia. The platform has served large U.S. employers for over two decades, continuously evolving alongside changes in corporate wellness, HR technology, and workforce expectations.
GoPivot uses a pay-for-performance pricing model: employers pay only for employees who are actively engaged and completing activities. There are no wasted seat licenses for disengaged employees. Pricing depends on program scope (wellness only vs. wellness + safety + recognition), integrations, rewards budget, and workforce size. Request a quote through the demo form.
Traditional wellness platforms charge per-employee-per-month (PEPM) for your entire eligible population, whether they log in or not. Industry-average wellness platform engagement is 15–30%, meaning 70–85% of PEPM spend produces no behavior change. With pay-for-performance, the employer only pays when an employee actively participates — aligning platform cost with measurable outcomes.
ROI depends on program design, workforce, and goals. Clients have reported outcomes including OSHA-recordable incident reductions (one logging customer cut recordable incidents from 60+ to under 5), sustained healthcare-cost trend improvements, and engagement rates well above industry benchmarks. During the sales process, GoPivot works with your benefits consultant to model projected medical-trend, absenteeism, and productivity impact for your specific population.
GoPivot typically launches with a full program implementation rather than a free trial, but we do run scoped pilots for larger employers who want to validate engagement and outcomes before a full rollout. Discuss pilot options during your demo.
The corporate wellness program covers mental, physical, financial, and nutritional health, with chef-curated recipes, guided workouts, mental-health resources, financial-wellbeing content, biometric screening workflows, health risk assessments, and structured challenges. Content is refreshed continuously and designed for both deskbound and deskless workers on a mobile-first interface.
Yes. The workplace safety program is a behavior-based safety platform designed to complement OSHA compliance. It engages every employee — not just the safety committee — using incentives, near-miss reporting, toolbox talks, and challenges to reduce incidents and recordables while building a culture of safety.
The employee recognition program combines peer-to-peer recognition, service anniversaries, manager-driven awards, and milestone celebrations in one feed. Recognition ties into the same YourChoice Rewards Marketplace as the wellness and safety programs, so a single rewards budget and experience spans every kind of engagement.
The YourChoice Rewards Marketplace lets employees redeem earned points for gift cards, travel rewards, HSA/FSA contributions, charitable donations, branded merchandise, and other items. Offering choice — rather than a single reward type — is one of the biggest drivers of sustained engagement across a diverse workforce.
Yes. GoPivot integrates with major wearable devices and health platforms — including Fitbit, Garmin, Apple Health, and Google Fit — so employees can automatically sync activity, biometric, and physiological data. Employees control which devices they link and what data is shared.
Most programs launch in roughly 60 days from contract signing. The GoPivot Program Management team handles configuration, branding, communications planning, manager training, and integration work. Complex multi-region or multi-union deployments may take longer; single-site wellness rollouts are often faster.
GoPivot supports eligibility file feeds from HRIS systems, single sign-on (SSO) via SAML/OIDC, payroll and HSA/FSA deposit integrations for rewards fulfillment, and API integrations with benefits administration platforms. Wearable and health-app integrations are built in. Specific connector availability is confirmed during implementation scoping.
Yes. The Program Management team builds a customized launch plan that includes email and SMS communications, digital signage content, manager toolkits, and in-person kickoff materials where applicable. Ongoing engagement communications continue throughout the program year and are tuned based on real-time participation data.
GoPivot is mobile-first, with native iOS and Android apps, a responsive web experience, and kiosk-friendly modes for manufacturing and shift-work environments where employees do not carry personal devices at work. The platform is designed to reach deskless and blue-collar employees, not just office workers.
Yes. The GoPivot platform is hosted by a third party that has obtained HITRUST certification and maintains HIPAA and HITECH compliance. Where GoPivot handles Protected Health Information (PHI) on behalf of a covered entity or group health plan, the parties execute a Business Associate Agreement (BAA) that governs that handling. Review details in our Privacy Policy.
Employers see aggregated, de-identified outcomes — not individual biometric results, individual HRA scores, or individual PHI. Employer-facing dashboards show participation rates, category-level engagement, and aggregated population-health trends. Individual rewards fulfillment and eligibility data are visible to administrators only to the extent required to run the program.
Biometric screening results and health risk assessment answers are displayed in the individual employee’s account. GoPivot de-identifies that information before combining it with aggregated population data for employer or research reporting. Individual results are not disclosed to the employer unless the employee explicitly elects otherwise.
Yes. The GoPivot Privacy Policy details the rights of residents of California, Virginia, Colorado, Connecticut, Utah, Texas, Oregon, and other states with comprehensive consumer privacy laws — including access, correction, deletion, portability, opt-out of targeted advertising and sale/sharing, and appeal. We honor Global Privacy Control (GPC) signals.
The GoPivot platform and all personal data are hosted on servers located in the United States by a HITRUST-certified, HIPAA/HITECH-compliant hosting provider. For European clients, GoPivot relies on appropriate cross-border transfer mechanisms, including the EU Standard Contractual Clauses and, where applicable, the EU-U.S. Data Privacy Framework.
Yes — brokers and consultants are a core channel for GoPivot. Use the dedicated broker demo form to introduce GoPivot to a client, request collateral, or co-present. GoPivot supports brokers with RFP response materials, co-branded communications, and joint QBR reporting.
Yes. GoPivot is purpose-built to plug into an employer’s existing benefits architecture — health plans, EAP, disease management, retirement and financial wellness, and recognition budgets — rather than replacing them. The engagement layer, incentive marketplace, and reporting are designed to amplify ROI across the entire total-rewards portfolio.
Brokers receive a dedicated GoPivot sales contact, pre-built RFP response content, ROI modeling tailored to the prospect’s population, and joint-discovery support. Post-sale, brokers stay informed through scheduled performance reviews and client-facing reporting.
Yes — GoPivot is purpose-designed for this. The mobile-first experience, kiosk support, SMS-based communications, short-form content, and shift-friendly challenge formats make the platform effective in environments where employees don’t have a corporate laptop or email account. See our blog post on blue-collar wellness for examples.
Yes. Remote and hybrid employees engage through the mobile app and web. Team challenges, peer recognition, and virtual events help re-create the culture moments that otherwise disappear in distributed work — and the rewards marketplace provides redemption options that work regardless of location.
GoPivot is optimized for mid-market and enterprise employers, typically starting around several hundred employees. Smaller organizations can still benefit, especially when GoPivot is recommended by a broker as part of a broader benefits package, but the pay-for-performance pricing and Program Management service model deliver the most value at scale.
GoPivot is currently delivered in English, with content and communications optimized for U.S. workforces. Spanish and other language support can be scoped for specific engagements — discuss requirements during the sales process.
Contact our team or request a personalized demo. We’re happy to work through specific scenarios with you and your benefits consultant.
