benefits
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Lifestyle benefits startup Fringe gets a pandemic boost, raises seed round
Employers today often use perks to attract new talent in the form of discounts and deals, commuter funds, gym memberships, child care, free lunches and more. But the pandemic has impacted what sort of in-office or other in-person perks employees can access. That’s led to booming growth — and now, a fundraise — for a startup called Fringe, which offers companies a personalized marketplace of perks that people really want, like Netflix, Uber, Airbnb, DoorDash, Headspace, Talkspace and over 100 other apps.
The idea for Fringe came about from the co-founders’ work as financial advisors where they regularly found themselves consulting people who were weighing new job options and their associated benefits.
“Companies are spending a lot money on traditional benefits … $800, $1,000 a month per person. But the perceived value for most employees is relatively small, given the cost,” explains Fringe CEO Jordan Peace. “I started thinking about what could [companies] offer employees that would be a pretty low actual cost, but a really high perceived value?”
He landed on the idea of subscription services — things people use all the time in their daily lives, but sometimes feel just out of reach from a budgetary standpoint.
That’s where Fringe comes in.
Employers sign up for access to Fringe’s platform at a starting cost of $5 per employee per month. (The rate may decrease for larger organizations.) They then place the dollars they would normally spend on lifestyle benefits into the Fringe accounts of their employees, where they’re converted to “points” that can be spent on any of the apps and services.
Fringe Platform Walkthrough from Fringe on Vimeo.
Today, the marketplace offers a range of benefits, including streaming services like Netflix, Spotify, Disney+ and Audible, as well as virtual fitness, virtual coaching and wellness, online therapy like Talkspace, food and grocery delivery, like Grubhub, Uber Eats, Instacart, and Shipt, prepackaged meals, child care like UrbanSitter, and more.
In the U.S., there are 135 services partners to choose from, with another couple hundred that are available overseas.
The startup’s business model involves negotiating a discount of anywhere from 10% to up to 60% off these services, which it passes along to the employees through its points back (rebate) system. Initially, it only allowed employees to spend their employer-provided lifestyle benefits dollars on Fringe. But due to user demand, it later opened up to allow employees to spend their own money, too — a feature they wanted specifically because of the points back.
Fringe first launched in 2019 — well ahead of the pandemic — and saw some slow but steady growth. It ended the year with 15 clients, representing a couple hundred employees in total.
But then the COVID-19 pandemic hit, which sent a number of employees to work from home in a radical change to business culture that appears to have lasting impacts.
“After the dust settled from the first few months of COVID, we started getting 10 … 20 times more inbound interest,” Peace says, as companies realized Fringe could be a way to support their employees working from home.
“We were just in the right place at the right time to begin to profit from this changed workplace. And it’s not just a ‘pandemic perk.’ We’re going to get past COVID, and we’re still going to have two-thirds of people working from home. The workplace has changed,” he adds.
Image Credits: Fringe CEO Jordan Peace
By the end of 2020, Fringe had grown its client base to over 70 employers, representing now over 12,000 users on its platform. Today, its pipeline includes companies with between 200 and 2,000 employees — a sweet spot that allows them to move relatively quickly. This client base often includes tech companies, like car-sharing startup Turo or talent management system Cornerstone OnDemand, for example.
This year, Fringe expects to grow to well over 100,000 users on its platform, and increase its own team’s headcount, which is today around 20. It also plans to update its marketplace website to include things like automatic point gifting, charitable giving, new Slack integrations, improved navigation, and more.
As a result of the recent growth, Fringe has raised $2.2 million in new funding, in a round led by Sovereign’s Capital, with participation from Felton Group, Manchester Story, the Center for Innovative Technology and angel investors, including Jaffray Woodriff. As part of this investment, the company also added longtime advisor William Boland, senior director of Corporate Development and Strategy at Mission Lane, to its board of directors.
With the addition of the new funds, the startup’s total raise to date is $4 million.
Fringe believes the advantage of its marketplace is that it can be personalized to the user. Typically, employers determine what benefits to offer by running employee surveys, where the majority wins. That’s why many companies today provide perks like backup child care or discounted gym access. But this system discounts the minority’s needs — people who may not have kids or don’t want to work out. People who wish they could use their benefits dollars in a different way.
In addition to employee perks, Fringe believes that having so many subscriptions under one roof could present other opportunities farther down the line.
Woodriff, for example, sees Fringe’s potential as a big data play, in terms of who is signing up for what subscriptions and why.
“But if you think about the fact that you’ve got a subscription service marketplace … there’s more applications to that than just employee benefits,” Peace explains. “I’d like our Series A to be predicated upon the much greater total addressable market. And so I think we’re going to spend the next year to 18 months laying down concrete plans and building the tech to be ready to roll out a couple of different use cases,” he says.
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HealthJoy launches its revamped employee benefits assistance platform
HealthJoy, a platform that helps employees get the most use out of their benefits, launched its revamped user interface and technology stack today. The startup told TechCrunch that usage has doubled during the COVID-19 pandemic. While the new platform, called HealthJoy 2.0, has been in the works for two years, it is now helping the company handle increased demand for services, including telemedicine.
Launched in 2014, HealthJoy now has more than 500 employers on its platform. It has raised a total of $53 million so far, including a $30 million Series C announced in February.
The new interface includes features that tell users expected wait times for services like its inbox and healthcare concierge, and a new benefits wallet. Last month, HealthJoy also added features to address the pandemic, including help to get testing, online consultations and a guide to nearby in-network healthcare facilities with low wait times.
Co-founder and CEO Justin Holland told TechCrunch that the platform “initially saw a huge spike in telemedicine visits as awareness of the virus grew and people started looking for ways to avoid physically visiting a doctor’s office. Usage for telemedicine has stabilized in the last couple of weeks and is now only a little bit above our baseline.”
He added that HealthJoy is now encouraging more employees to use the HealthJoy Employee Assistance Program (EAP), which helps them find services like mental health counseling, financial planning and child and elder care assistance.
“We’ve seen a corresponding spike in EAP utilization as people are seeking help,” he said.
HealthJoy 2.0’s improvements, which moves more processing away from local clients to the cloud and includes an updated CRM and dashboard for employers, will also make it easier for the company to implement new features in the future.
Other health benefit engagement platforms include Collective Health, League and Lumity. Holland said that HealthJoy 2.0 will help the startup better compete by “allowing for greater integration with partners, a larger collection of APIs and easier integration with third-party data.”
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Childcare benefits startup Kinside launches with $4 million from investors including Initialized Capital
Childcare is one of the biggest expenses for American parents — and it’s not just families that are taking a hit. Childcare issues cost the United States’ economy an estimated $4.4 billion in lost productivity each year and also impacts employee retention rates. Kinside wants to help with a platform that not only enables families to get the most out of their family care benefits, but also find the right providers for their kids. The startup announced the public launch of its platform today, along with $3 million in a new funding round led by Initialized Capital.
This brings Kinside’s total raised since it was founded 18 months ago to $4 million. Its other investors include Precursor Ventures, Kairos, Jane VC and Escondido Ventures.
Founded by Shadiah Sigala, Brittney Barrett and Abe Han, Kinside began its private beta with 10 clients while participating in Y Combinator last summer. Over the past year, it has signed up more than 1,000 employers, underscoring the demand for childcare benefits.
“Getting meetings with employers has not been the hard part,” Sigala, Kinside’s CEO, tells TechCrunch. “Any subject line that says ‘do you want childcare for your employees?’ immediately gets a response. We hit a nerve there and when we talked with them, we found that the biggest pain they expressed was that their employees were having a hard time finding childcare.”
Kinside co-founders Shadiah Sigala, Brittney Barrett and Abe Han
The U.S. is the only industrialized country without a national law that guarantees paid parental leave. Companies like Microsoft, Netflix and Deloitte offer strong family benefits in order to recruit and retain talent, but offering similar packages remains a challenge, especially for small to medium-sized businesses. As a result, many employees, especially women, leave their jobs to care for their children, even if they had planned to continue working.
“The worst case for bigger, more mature companies is a delayed return to work, which has a real impact on the bottom line because of lost productivity, but the deeper pain is when we lose the women,” Sigala says. “It’s documented that 43% of women in the professional sector will leave the workforce within one to two years of having a baby.”
Other startups focused on early childhood care that have recently raised funding include Winnie, for finding providers; Wonderschool, which helps people start in-home daycares and preschools;and London-based childcare platform Koru Kids.
Before Kinside, Sigala co-founded Honeybook, a business management platform for small businesses and freelancers. When she got pregnant, Sigala began developing the company’s family benefit policies and became familiar with the hurdles small companies face.
While in Y Combinator, Kinside focused on streamlining the process of using dependent care flexible spending accounts (FSA), or pre-tax benefits, for caregiving costs, after its founders saw that the complicated claims process meant only a fraction of eligible parents get full use of the program. Kinside still helps parents with their accounts by partnering with FSA administrators. Now their app also includes a network of pre-screened early childcare providers, ranging from home-based daycares to large preschools across the country.
The startup pre-negotiates reserved spots and discounted rates for its users and gives them access to a “concierge” made up of childcare professionals to answer questions. Parents can search for providers based on location, cost and childcare philosophy. Sigala says the startup’s team found that many childcare providers have a 20% to 30% vacancy rate, which Kinside addresses by helping them manage openings and find families who are willing to commit to a spot. In addition to its app, Kinside also plans to integrate into human resources systems.
Initialized was co-founded by Alexis Ohanian, also a founder of Reddit, and a vocal advocate of paid parental leave. One of the areas the firm focuses on is “family tech,” and its portfolio also includes startups like the Mom Project, a job search platform for mothers returning to work.
In an email, Initialized partner Alda Leu Dennis said the firm invested in Kinside because “we have this fundamental problem of gender inequality which can be partially attributed to imbalances in the workplace and at home. We have a gender wage gap and domestic responsibilities, still, largely falling on the mother. By solving a problem that men and women have—access to affordable and high-quality childcare—we can improve this situation.”
Dennis added, “the business model innovation that Kinside brings to the table is to involve employers in the process of bringing peace of mind and stability to their employees’ home lives and in turn making their employees more productive.”
Sigala says Kinside sees itself as part of the benefits equity movement, including paid parental leave and, eventually, universal childcare for all working parents. The platform’s users are split equally between men and women, highlighting that the need for caregiving benefits cross gender lines and impact an entire household.
“It’s a complex issue. Our infrastructure and society is still designed for single breadwinner households and yet the economy means that for most households, being able to pay the bills depends on having two parents working,” she adds. “I see this as a movement. It’s the right time.”
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Kinside wants families to make the most of their dependent care flexible spending accounts
Kinside founders Rob Bircher, Shadiah Sigala and Abe Han
The cost of childcare is one of the biggest financial burdens American families face. Even dependent care flexible spending accounts, pre-tax benefit accounts meant to reduce caregiving costs, can be an extra stressor because they involve filling out many forms. Kinside, a startup in Y Combinator’s current batch, wants to help by automating the claims process. It also serves as a childcare management tool, letting parents pay their care providers with a Venmo-like feature while making it simpler for companies to offer childcare benefits, like matching costs, that can help attract talented employees. Kinside is still in beta, but it’s already been adopted by several tech companies, including Le Tote.
Kinside’s three founders—CEO Shadiah Sigala, COO Rob Bircher and CTO Abe Han—were motivated to launch the startup after realizing that dependent care FSAs (which can also be used for other caregiving-related costs, like elder care) are vastly underutilized.
“Even though upwards of 70% of companies offer this FSA, we found in our conversations with numerous companies that maybe 10% of eligible parents are using this benefit,” Sigala says. “From an employee experience perspective, we are really taking on a very onerous, traditional FSA product and streamlining the payments process, not only for employers to offer this benefit very seamlessly, but also streamlining the process for parents to take advantage of this benefit.”
One reason eligible employees forgo their dependent care FSA benefits is the claims process, which can take weeks to process and involves collecting receipts and uploading them onto a website (snail mail and fax are other options). As parents, Kinside’s founders have experienced firsthand the headache of dealing with dependent care FSA forms at previous jobs.
“Some of the products we’ve seen already look a decade old, with multiple screens of input. They are really clumsy, so from a modern Web app and UX experience, Kinside brings it up to speed,” says Han.
Kinside also takes advantage of the trio’s past experience in the payments and benefits space. Before launching Kinside, Sigala co-founded HoneyBook, a CRM for entrepreneurs in creative fields. Han also worked at HoneyBook as lead software engineer, while Bircher was senior vice president of sales and marketing at healthcare benefits tech company Picwell.
The team’s goal is to not only encourage use of dependent care FSAs, but also relieve the mental load for harried parents. To sign up for Kinside, they enter their childcare provider’s information on its Web app and connect a bank account. Kinside then makes automated childcare payments with funds from their FSAs and bank accounts or sends payment reminders. It keeps receipts and at the end of the year provides parents with a tax form.
“This couldn’t be done five years ago because there wasn’t a modern payroll. There weren’t modern payments services that existed and we didn’t have APIs for payment and payroll services,” says Sigala. “A lot of employers offer dependent care FSAs already, but they are very receptive to our service because they are looking for products that will improve the experience.”
Kinside is targeting other tech companies first, since many are at the forefront of building family-friendly policies. Several, including Netflix, Facebook and Etsy, have made headlines for offering parental benefits that are considered very generous by American standards, like longer paid leave, flex time and childcare subsidies. This doesn’t just help parents. It also helps companies build diverse workforces by attracting more millennials and women (the high cost of childcare is a big reason why many new mothers leave the workforce, even if they don’t want to. They simply can’t afford to work).
“They know that you have to offer more than a trivial benefit like free lunch or a foosball table,” says Sigala. “Childcare is more expensive than healthcare, or as expensive as rent. Childcare is eating up to 20% of a Bay Area family’s income.”
One of Kinside’s selling points is enabling small to mid-sized businesses to offer competitive benefits, too. “You see solutions that cater to larger employers, like on-site daycare centers, that are very inaccessible to smaller to mid-sized companies,” says Bircher. “We want to fill a void that we thought existed for SMBs and this was one way to do it.”
As more companies turn to better family benefits to boost recruitment and retention, it’s conceivable that other startups will also look at ways to make using Dependent Care FSAs easier. Sigala says one advantage Kinside has is the founding team’s prior experience, which means they know the right distribution channels. The startup is looking at ways to help parents get more use out of the money they put in their FSAs by partnering with eligible childcare-related services. It also wants to work with companies that pre-screen providers, so Kinside can potentially address all steps of the childcare process, from finding a trustworthy carer and paying them on time to preparing year-end tax forms.
“Parents are going to pay an arm and a leg for childcare already,” says Sigala. “If we can help them get tax-free dollars toward childcare, that’s what we want to do.”
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YC alum Modern Health, a startup focused on emotional wellbeing, gets $2.26M seed funding
About one year ago, a note from a CEO thanking his employee for using sick days to take care of her mental health went viral. It was a reminder to Alyson Friedensohn of what she wants to accomplish with Modern Health, the emotional health benefits startup she founded last year with neuroscientist Erica Johnson.
“We want that to be normal. We want the email she sent to be normal, to be able to be that open,” Friedensohn tells TechCrunch.
Modern Health, a Y Combinator alum, announced today that it has raised $2.26 million in seed funding for hiring, accelerating the development of its healthcare platform and growing its network of therapists, coaches and other providers. Offered as a benefit by companies, Modern Health’s services are meant to improve employee well-being and retention rates. The round was led by Afore, with participation from Social Capital, Precursor Ventures, Merus Capital, Maschmeyer Group Ventures, Y Combinator and angel investors.
Friedensohn, Modern Health’s chief executive officer, says several employers have already signed up for its platform, which includes services like counseling and career and financial coaching. One of its newest customers, human resources startup Gusto, hit a 43% utilization rate of its services, including connecting employees to coaches and therapists, among registered users just four days after it began offering the platform.
The startup is especially proud of the fact that Modern Health’s team is currently all female and Friedensohn wants to parlay their points of view into services that address issues affecting women. For example, the platform already works with providers who specialize in postpartum depression and infertility.
“People don’t talk about what working moms are dealing with and countless things like that,” says Friedensohn, who previously worked at health tech companies Keas and Collective Health. “People don’t want to talk about it because they are worried it will jeopardize their careers, but it makes a difference.”
Several other tech startups are working on mental health care platforms for employers to offer as a benefit, including Ginger.io, Lyra Health and Quartet, which have all have received significant amounts of funding from prominent investors. The space is especially important, given the alarming rise in the United States’ suicide rate and the fact that about 6.7% of all adults in the U.S. have experienced at least one major depressive episode.
One of Modern Health’s priorities is to reach employees before they hit a crisis point. Since many people are daunted by the idea of therapy, the platform connects them to coaches instead to focus on specific issues, like their careers, or overall emotional wellbeing. This helps referrals, Friedensohn notes, because it makes the service feel more approachable.
“They can say to friends, I have this awesome Modern Health coach, versus saying I have a therapist, so it’s way easier for people to engage,” she says.
Modern Health also makes its services more accessible by offering several ways to use the platform: texting, video calls or, for people who don’t want to talk to a therapist or coach yet, meditation apps and other digital tools created by the company. Friedensohn adds that it’s not uncommon for people to write essays on their sign-up forms when registering because it’s the first time they’ve been able to unload their problems.
“People like that it’s coaching,” she says. “What we found is that by focusing on that point, the biggest thing is lowering the barrier to entry, so that people who are depressed are also comfortable reaching out.”
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Lumity raises $19M to simplify employee health care choices
As companies get bigger and bigger, their needs are going to change — including, probably most importantly, their options for health care as their employee base expands and the costs of those plans start to balloon. But the end result is that employees could be presented with a confusing set of plans to pick from without a whole lot of guidance. There’s where Lumity comes in.… Read More
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