A clearer view
of your workforce,
wherever your people are.
PillarX gives enterprise HR leaders an evidence-based Wellbeing Index, predictive workforce insights, and anonymous aggregate reporting, while employees get specialised wellbeing support grounded in peer-reviewed research. You never see individuals. You see the health of your organisation.
Live preview. Individual data is never exposed.
The model is built on 43 research citations across clinical, organisational, and occupational health literature, not marketing claims.
Most wellness platforms count logins.
Enterprise HR needs to measure outcomes.
Engagement dashboards, streaks, and gamified habit trackers were built for consumers, not for the people responsible for workforce retention, burnout prevention, and benefits compliance. PillarX is built the other way around: starting from the HR decisions that matter, and working back to the employee experience that produces the data.
From workforce data to strategic team decisions.
Wellbeing Index
A single, defensible number that rolls up six validated dimensions. Weighted to reflect clinical evidence on what actually moves organisational wellbeing, not convenience of measurement.
Retention risk modelling
Surface the teams where attrition probability is climbing, before exit interviews. The model combines engagement decay, wellbeing drift, and absenteeism signals into a 12-month risk projection per team. Never per employee.
Anonymisation is the product
Minimum team size thresholds, auto-generated anonymous usernames enforced at the organisation level, and server-side aggregation. All applied before data ever reaches the HR view.
Pulse surveys
HR-initiated short surveys, shipped in minutes. Responses land anonymous and aggregated above the minimum team threshold, with bilingual sentiment surfaced on free-text. Ask the question. Get the signal, not the name.
The AI doesn't improvise.
It cites.
Every response an employee receives is grounded in a validated knowledge base of more than 300 clinically vetted chunks, pulled from authoritative sources, not from whatever the underlying model happens to recall.
Guardrails run before output reaches the user. A bilingual sentiment layer (EL / EN) catches escalation cues. Anything outside clinical scope is handed off, not fabricated.
HR sees the forest.
Never the tree.
Employee trust is not a marketing line. It's an architectural commitment. Every conversation, every mood entry, every goal is anonymised and aggregated server-side before it ever reaches an HR surface. Row-level security enforces the boundary in the database itself. Minimum team-size thresholds prevent inference attacks on small groups.
Enforced at the database layer, not in application code.
Auto-generated at org level. HR never sees identifying information, there is no override.
GDPR-compliant consent trail, timestamped and verifiable.
Five specialised coaches.
One coherent platform.
Each persona is a distinct AI coach with its own evidence base and safety profile. Employees choose where they need support. The platform learns which dimensions drive their wellbeing, and aggregates that learning for HR, without ever exposing the individual.
- A hard work stop 60 minutes before bed
- A brief written worry-offload exercise
- No new inputs (email, news) in the last 30 minutes
Illustrative exchange. Real conversations are private to the employee and never surfaced to HR.
The research stays in the model,
not in your face.
We don't decorate the landing with footnotes. Each paper behind PillarX shapes a concrete part of the product: how we weight the Wellbeing Index, how retention risk is modelled, which intervention a signal triggers.
PERMA
Reviewing procurement? Preparing a clinical-advisor briefing? The full bibliography, with every DOI, journal, and how each paper informs the product, is available on request.
Request the full bibliography →This is not a side project dressed in clinical language.
PillarX is built by a team with academic, clinical, and operational credentials, and actively refined through ongoing doctoral-level research.
Fifteen minutes.
A real conversation, not a sales pitch.
Tell us a little about your organisation and we'll come back with times that work. We currently accept demo requests from teams of 50+ employees.