Case Studies·Anonymous Series-C SaaS
Technology · SaaS
Anonymous Series-C SaaS
180-person engineering org · East Coast HQ
Replaced an unused $40k/year wellness stipend with a coach-led 12-week Mission. Voluntary attrition dropped from 14% to 6% in two quarters.
Illustrative scenario — modeled on Equinox member outcomes, not a named client engagement.
Voluntary attrition
14%6%
over Two quarters
Pillars activated
- · Movement
- · Regeneration
- · Community
Team
150-250
The People team had a $40,000/year wellness stipend with single-digit utilization. The stipend was a check-the-box benefit; the symptom was attrition concentrated in senior engineering — exactly the people the company could not afford to lose.
We replaced the stipend with a 12-week Equinox Mission delivered in cohorts of 20. Movement and Regeneration were the load-bearing pillars; Coach matching surfaced personal-record progressions for the strength-curious half of the cohort and HRV-led recovery work for the burnout half.
After two cohorts, voluntary attrition in the participating engineering org dropped from 14% to 6%. The two engineers who flagged "considering leaving" in their first 1:1 stayed — both cited the program as one of three factors. Cost per retained engineer was a fraction of the replacement cost.
The People team kept the budget but moved the dollars from "stipend nobody uses" to "program that retains the people we need to keep."
"Retention is the only wellness metric our CFO cares about. This program is the first thing we've ever tied to a real number on it."
— VP of People (anonymized)