Guest Post by Kalena Quibell
Last week, I hosted a conversation with Lindsay Johnson, CEO of FitPros, and Carla Caramat, CEO of Dentists on Demand, to talk about something I haven’t seen HR teams this excited about in years: the return of wellness weeks and health fairs.
If you’ve been in the HR world for a while, you probably remember how these used to be a staple—especially around open enrollment. Pre-2020, I spent entire Septembers and Octobers coordinating wellness days, bringing in everything from flu shots to chair massages. Then COVID happened, and overnight, all of it disappeared.
For years, companies shifted to virtual perks. Some still haven’t figured out what wellness looks like in a hybrid world. But that’s changing.
Wellness weeks are coming back—and in some cases, they’re turning into full-on wellness months.
Lindsay put it simply: “It’s not just wellness weeks, it’s wellness months. Companies are spreading them out over the whole open enrollment season. But really, what employees want now isn’t just a perk—they want to feel connected, they want offerings that actually make a difference.”
That really framed the rest of our discussion. This isn’t about another yoga class. It’s about creating programming that has impact.
The Rise of Preventative Care
Carla shared something that really reframed how I think about these events:“Before COVID, oral health was often an afterthought in wellness programs. Now, we’re seeing a shift—but we also have to re-educate HR teams. Preventative care isn’t a nice-to-have; it’s essential. We can turn a conference room into a dental suite in hours, but the bigger story is making oral health a regular, twice-a-year thing at work.”
Her team’s numbers say it all: 80% of employees they see onsite haven’t been to a dentist in two to three years.
And when they do come? Things get caught early.
Carla told the story of a DoD dentist who found oral cancer during a workplace pop-up. Lindsay shared about an employee whose blood pressure was dangerously high at a FitPros event—she got immediate care and later wrote in to say the screening might have saved her life.
This is the part that HR leaders sometimes miss: these aren’t “fluffy” perks. They’re the kind of services that change health outcomes—and in some cases, save lives.
From Reactive to Proactive
We also talked about how the mindset has shifted since 2019. Lindsay captured it perfectly:
“It used to be reactive—companies would throw a perk at a problem. Now, the best ones are being proactive. They’re thinking about long-term programs employees will actually engage with. And they’re using data to drive those choices.”
Carla added that the investment makes sense, especially for dental care: “If you’re fully insured, you’re already paying for dental benefits whether employees use them or not. Onsite cleanings increase utilization and cut down on expensive emergency visits. It’s better for employees, and it’s better for the bottom line.”
Why Onsite Matters So Much
I saw this firsthand back when I was at Sequoia. We turned a small wellness room into a functioning dentist’s office for the day. An hour later, I walked into a meeting having just had my teeth cleaned and whitened—my teammate couldn’t believe it happened between calls.
That’s the point. Onsite removes the friction.
Carla said it best: “The number one reason people skip the dentist? Time. We give them back half a day by bringing the service to them.”
Lindsay added: “It’s not just convenience—it’s participation. If you can make it as easy as walking down the hall, people will actually do it. And when they do, their health improves.”
Making It Easy for HR
Of course, we had to ask: How do you actually make this happen without it becoming another thing on HR’s plate?
Lindsay explained how FitPros runs the entire show: “We handle everything—the vendors, the carriers, the marketing. We even built out a platform with push notifications and emails so employees know what’s coming and sign up. HR leaders get to enjoy the event instead of running around stressed on the day of.”
Carla said Dentists on Demand works the same way: “We build co-branded microsites where employees can book appointments, see what their plan covers, and even find an in-network provider if they need follow-up care. We take the questions and the heavy lift off HR so the whole thing feels easy.”
Why It’s Worth It
Wellness weeks aren’t just “back.” They’re becoming moments where preventative care, education, and connection actually come together.
“Employees don’t want trinkets,” Lindsay said. “They want offerings that actually improve their lives.”
And the thing is—they remember them.
They remember when they finally got their teeth cleaned without taking half a day off work. They remember when a massage or a blood pressure screening nudged them toward healthier habits. They remember when the workplace made it easier to take care of themselves.
Want to bring this to your workplace?
Here’s how to connect with the teams we talked to:
- Dentists on Demand – Turn your conference room into a dental suite. Preventative cleanings, oral health education, and real stories of early detection that save lives. dentistsondemand.com/health-and-wellness-fitpros
- FitPros – The engine behind your wellness weeks (or months). From chair massage and blood pressure screenings to DJs and smoothie bars, they handle every detail. fitpros.com/health-fairs
If you’re planning a wellness week—or if you’re just thinking about what to offer employees this fall—this is the moment to think bigger. These aren’t just events. They’re the kind of programs people actually talk about, show up for, and remember long after they’ve left your office.
Full Transcript
For those of you who missed the webinar, here is a full transcript of the discussion.
Kaleana Quibell 0:00
The chat. I don’t know why. You know, it’s odd. It’s not you. Then Kaleana, okay, yeah, I’ll be watching because I don’t have to talk as much as Lindsay and Carla do. Okay, let me just wait till Oh, Carla’s in. Okay, hang on. Hi, Carla. No, you’re fine. Let me I’m going to add pin. So now the three of us are all pinned, and then our question answers are at the top. So I think we should be good.
Carla Caramat 0:25
I did make an announcement to our team, so I am seeing a note taker. Is that going to be shown on the screen or now?
Kaleana Quibell 0:31
No, people can’t see that. The what you see is what everyone sees these three pinned people, and then people can technically see Talia and Jacqui. But we’ll just mention that there’s a few support people from, okay, great, yeah.
Kaleana Quibell 0:53
All right, eight attendees in the waiting room. Look at us, you guys. Okay, so I’m going to start webinar. Okay, welcome everyone. We started close enough on time. It’s 1101, so now we don’t have to mess with though we’re waiting for everyone to join, so everyone can just kind of pop through.
Kaleana Quibell 1:59
be like, one more minute as everyone comes through. And then we do have some people that came in from the LinkedIn side. So I just sent the reminder there of how anyone joins. But yeah, I’m really excited for this webinar today. I appreciate all of you who RSVP and joined, and then I do just caveat saying that that if you’re watching this recording later, because we will be sending out the recording. Thank you for watching that as well. Quickly, I’ll introduce myself first and then go around. But so I’m Kaleana Quibell. I was at Sequoia, the benefits brokerage firm, for the last 10 years, and then recently started consulting in my own company to help focus on offerings that make people’s life easier in the workplace, and I’m joined by two of those offerings and the masterminds behind them. So I have Lindsay Johnson here and Carla Caramat And yeah, we’re just going to talk about what each of us does and why preventative workplace offerings are so important. So Lindsay, all you.
Lindsay Johnson 3:07
Yeah, totally. Thank you. Kaleana Lindsay Johnson, founder and CEO of FitPros, we are a workplace wellbeing service provider. Started the company back in 2016 and Kaleena was one of my first relationships and partnerships. And so I’m just so honored to be here, and I just respect Carla so much. I’m so excited for our partnership as well.
Carla Caramat 3:28
Thank you Lindsay, thank you Kaleana. Hi everybody. I’m Carla Caramat, CEO and co founder of dentist on demand. And happy to announce we’re going to be celebrating our 10th year next month, 10th year anniversary next month, but our company provides preventative dental checks and dental cleanings in the workplace, and also looking forward to our discussion today as to why it’s important to bring preventative care to employees in the workplace.
Kaleana Quibell 4:00
Awesome. I love it. Okay, so I’ll go back to kind of a little bit of my intro. But the last 10 years, and it’s funny, because before 2020, wellness weeks were like a staple for everyone, like we had, all of our clients wanted wellness weeks around open enrollment, which, as you all know, is coming up faster than we all can imagine. In like the September, October, November, time frame we did so many health days, health fairs, health weeks, whatever you want to call them. But then, of course, the pandemic happened, and everything went virtual, and we had to deal with this new adjusted remote world, which is now becoming more of a hybrid world. And so I think one of the things that I’m really excited to talk about is this, what we’re kind of calling the comeback of wellness weeks, because the momentum is building, regardless of whether you’re happy to have your workplace returning to hybrid or full time or not, we understand that there’s also a benefit to making this really enjoyable for your employees, or you as an individual, if you’re joining in that capacity. And so my first question on this is, just mentioned, wellness weeks were all the rage before I started the pandemic. But what are you seeing now? Like, are companies bringing them back? What’s driving that? What do you think?
Lindsay Johnson 5:18
Oh yeah, they are back, for sure. And it’s not just wellness weeks, it’s wellness months. It’s really impressive. Companies are wanting to spread them out throughout the entire open enrollment season to engage employees from start to finish. So loving seeing that full engagement. But really the crux of it is connection. So we showed up to work, you know, every day during prior to epidemic. And it was, it wasn’t, it wasn’t as intentional as it is today. And so the focus of connection and even accountability, just being there to show up for my colleagues is a thing. I personally, having made a couple babies these past few years, I am. I’m personally craving connection, and I know a lot of my peers and colleagues are as well, and so that’s one thing where I feel like the wellness industry is really jumping experiences and really boosting participation over it really increases participation when you are not just throwing one wellness day or one wellness perk, because it spreads out that awareness for a week a month. Companies, companies and employees, they don’t just want perks anymore. It’s not like, Oh, yay, this perk at work. No, it’s, it’s, we really want to see these outcomes. We want to see long term, sustainable care, prevention.
Kaleana Quibell 6:51
I love that. And I think, I mean, it’s also true. It’s like, I love the idea of a wellness month. And one of the things Lindsay and I talked about all the time when I was at Sequoia was, like, the hype shouldn’t just be around open enrollment, right? Like a true culture of wellness is doing these things year round, and so that is the perfect segue to Carla. So Carla, as preventative care, becomes a bigger focus. What are you seeing when it comes to on site, dental cleaning incorporated into these events and adding on to that, like year round, like doing these things multiple times.
Carla Caramat 7:24
Yeah. I mean, I think we’ve really seen an increase of requests and inquiries from a lot of the employer groups for us to be part of their health fairs. And part of the reason why we thought it was also great to partner up with Lindsay is because she rules this space in, you know, the health fair coordination of teams that she has, but I think ultimately, when it comes to maybe making a comparison on preventative care, on how it was like pre COVID, there were a lot more robust wellness offering where dentistry and oral health is kind of a part of it, given that we’re kind of post COVID Now, I think what we’re seeing is is, you know, we’re having to obviously re educate some of the HR team, segue way and segue waying into that, as it relates to how easy it is, we can convert their conference room into a mini dental suite, so there’s that education to the HR teams. But ultimately, you know, just piggybacking to what Lindsay said about it should not be a one off thing. I think we feel very much the same about that, because as much as it’s great for us to be part of a wellness program or a Wellness Fair, preventative care in oral health is not any different than what everybody will do seeing their dentist twice a year, so that there’s that big emphasis on our part to really let the HR teams know that, hey, while it’s great that you Want us in a health fair setting. It’s also equally important to have that routine oral health program where we’re in the workplace twice a year, but there’s there’s some movement, but I think there’s a lot of re educating and reintroduction on our part that we need to do. And this question is a little bit for both of you, but I guess maybe before we move on to why on site really matters. Like, what would you say is the number one biggest things that’s changed in how HR teams are approaching these programs today versus five years ago? Which to put in perspective again, five years ago is pre 2020 I think we’re all in denial of what five years means because of 2020 so like 2019 to now.
Lindsay Johnson 9:52
It’s reactive versus proactive. So nowadays, five years later, companies are, thank goodness, more proactive so they they truly understand, or they are understanding, that in order to have employees be more healthy and productive and connected to their culture, they have to have long term, sustainable programming. They have to make employees feel in programming that employees want to participate in. You cannot just throw a yoga class at it. You cannot just throw a lunch and learn at it. It has to be intentional. It has to be thoughtful and carried out throughout the entire year. So reactive to proactive. The other point I’ll make before handing over to Carla, is data informed decisions. So and I’ll even fully admit FitPros has has had to get better at The Proving the ROI and we do that in back end, dashboards in in our SAS platform, when employees can register and attend. We can show that ROI but our client success managers also look at we want to see your claim data. We want to know if you have high diabetes or chiropra, you may have have have chiropractic needs, or, you know, high diabetes, all of those things we want to intake what the high claims are telling you, but then also what employees want.
Lindsay Johnson 11:28
But then what your employees want can usually be two different things and so. So when your vendor partners, I guess I’m saying to everyone on this call, when you are vetting vendor partners, ensure that they have that same mentality that making that long term, long term, sustainable change, you need to intake all of that.
Carla Caramat 11:50
And well, I think for us, pre COVID and then not pre COVID, during COVID and then post COVID, I think What we’ve seen is a paradigm shift in the priorities of the wellness programs that are being implemented in the workplace. You know, what we’ve learned is there was a huge emphasis in more of the Mental Health element of wellness offering in the workplace that it took a little while now that it’s coming back, we’re really, you know, obviously, super excited about it. And even emphasizing to your point, ROI, you know, we have clients where, depending on whether they’re self insured or fully insured, these are benefits that they’re already providing to their employees. And dentistry in particular. You know, if you’re in a fully insured plan, as an example, you’re essentially paying for benefits, whether employees use it or not, right? And you know, same thing for for self insured, it’s, it’s the the thought process there will be slightly different. You probably want to champion around being able to provide a healthy workforce by providing all these wellness programs, which can include oral health programs where we can essentially improve that over time, where there’s less emergency dental visits. You’re, you’re, you’re making an investment up front, with regards to, you know, investing in preventative care, but over time, it’s a good call for for employers.
Lindsay Johnson 13:34
If you don’t mind, I’ll add one more thing, collaborations like this. I mean, it’s, I appreciate you, Kaleana, for bringing dentists on demand on our radar, because these vendor partnerships just bring more accessibility to the end, to the employees and availability for the client customers. And so that Carla and I are so excited to not only partner on these health fairs. So if you do a health fair with FitPros and add on the dentistry at the same time. It’s super fun. You could do it throughout as well. But we’re also doing speaker led workshops with Carla’s team. So we can, you can bring in and have a workshop on all of these things. So I guess, just to circle it back, the greater focus now versus five years ago, is full scope that people want mental health, we have diversity, equity, inclusion, we have just personalized care in general, people want to know about how to meet those needs.
Kaleana Quibell 14:37
I am a both fan of and user of both these services. So I have gotten my teeth cleaned and whitened on site by Carla’s team at dentist on demand. It’s so easy, like we set up, we essentially, at Sequoia, changed our wellness room, which was not that big of a conference room, into a dentist office in like, the matter of a couple hours, and I remember leaving a meeting with one of my teammates, and I had a meeting with her an hour later, and I came back and was like, smiling. She’s like, No way, did you just get your teeth cleaned and whitened while I was in that meet? What? And so it’s great. And then Lindsay’s team has always been so awesome with all the setup of Wellness Fair is like, anytime a client wanted a Wellness Fair, Wellness Week, wellness month, is said. We begged her, begged them to use her, because it just took all the planning off both our plates, and she found vendors that I could not find on myself. So good. So it kind of brings us to the next part too. Like, why on site really matters, so especially as you are heading to the open enrollment time on site wellness, like, is one of the ways to really bring it to the forefront. And so we found a lot of times employees were really overwhelmed. It was like two sides of it. They were either really overwhelmed with benefits information, or they just, like, ignored it or couldn’t find it. So why do you both think bringing things on site is so important in terms of like visibility and engagement?
Carla Caramat 16:12
I mean for us, ever since, it’s really like bridging the gap, right in terms of what are some of the reasons why most people neglect to see their dentist. It’s really time. And when you’re talking about a workplace environment, a big part of what we bring in is convenience, and the convenience of, just to your point, Kaleana, going to the conference room, having your teeth clean, and your back at your day, at your desk, and going about your day. And if you think about the number of hours lost in productivity, and it’s a fact, you know it’s it’s going to take at least half of your day to get to and from a dental appointment, imagine saving that time for your employees. And really, that’s kind of one of the one of the points that we make sure we provide HR teams as to why it’s important. And you know, it improves why it improves productivity in general. And ultimately, you know, it’s a benefit that they’re already offering to their employees. So utilization of benefits is another thing, and overall it does promote good oral health. And, you know, there’s a lot more employers. We’ve had newer clients now where I will say that there’s been a shift in the thought process around the uh, preventative care in the workplace. And, you know, I associate this we’ve, I’ve kind of been passionate lately talking about value based care, because value based care in medicine, it’s pretty common. You know, you hear a lot about employers incentivizing their employees. They have wellness challenges, they have all sorts of different things that they provide their employees so that they can be healthier over time. And it’s not any different in terms of what we’d like to see in dentistry. We obviously want to make sure that there’s an importance in dentistry, where there’s value based care in dentistry as well, where it’s more on preventative versus proactive care. And so I think, you know, obviously there’s a lot of work that needs to be done in the side of dentistry, but I think by having DoD in the workplace, doing these preventative routine checkups and cleaning, it’s moving in that direction, really, really putting importance in, in value based care.
Lindsay Johnson 18:53
Nailed it. Yeah.
Kaleana Quibell 18:54
I mean, totally agree. Lindsay, continue on. But yeah, so nailed it.
Lindsay Johnson 18:58
Not sure there’s much to add. No, it truly, it removes the friction. I mean, I think certainly, as you know, someone that’s running business and has some kids and trying to make, trying to make time with friends, and there’s just so much we all have going on. So speaking for myself, like I’m just crazy busy. So if you can bring me that service, heck yeah, I’m going to do it more often. So, I Yeah. I mean, I think just giving the employees the ability to show up, just show up and it’s there, it’s going to improve health outcomes. There’s no doubt.
Kaleana Quibell 19:33
Yeah. And I think one thing we saw with a lot of these health fairs is, you know, some people, I know some people think, like, oh, a health fair, it’s just, you know, a bunch of trinkets and little things. Or, the reality is, I’ve seen the amazing work you do, Lindsay, and, of course, Carla, too is the health fairs were thoughtfully put together, right? Like, there would be a physical therapist there who was close to the office who also took the insurance. And it’s like, that is a huge thing off someone’s plate that they might have to find, or like a summer camp there, like helping kids sign up for the spring Wellness Week that you know you’re already thinking about summer. So I just think, like, it’s it’s important to think about this all from a health perspective, but you want employees to be aware of what takes their insurance, what’s locally trusted and popular, what other parents need, like, all of it is really relevant. So on that note, like, how do, I guess you kind of touched on this a little bit, but how do services, like on, say, dental cleanings or chair massage, like, actually improve health outcomes? And I’ll kind of combine this with the other question we were talking about. But like any stories where an employee said, like, I wouldn’t have done this if I was there at work. Because I think these things are combined.
Carla Caramat 20:43
They use so many stories. Actually, I could go all day with this story. Yeah, go ahead, Carla, I think it’s, it’s, I think one general maybe statement I will make in terms of compelling data that’s out there outside of, just DOD, right? Just compelling data out there, one from a large dental carrier, something like 41% of Americans, essentially, would like to see their dentist. They would like to see their dentist, but they can’t do it as often. And how we translate that with our internal data, based on the data that we collect from all of the employee participants, 80% so if it’s a brand new client, we’re in the workplace, 80% of those employee participants have not seen a dentist between two to three years, and seeing those numbers drop, I think over time, is the most compelling number, compelling ROI, whatever you want to call it, that we share with HR teams, because you absolutely see the improvement of the health oral health of their workforce, which is a big part of our purpose, right? Our purpose is to make sure that we educate to make sure that we can provide good oral health to the employees. And you know, there’s, there’s so many things that we typically share with employees. When you say dental checkups, it’s not just dental checkups, it’s really education. We mimic the whole experience. So we’re, I’m big about patient experience. But just to give everybody an idea, in a dental visit, in the workplace or in a dental pop up, typically, it’s about 45 minutes. We spend 15 minutes with the dentist, and the dentist does the diagnosis, they do the education, but a big part of it is really letting employees know, or patients know, for that matter, that decay never sleeps, right? That’s, that’s what we say, decay never sleeps. And there’s so many undetectable diseases in the mouth that if you’re not seeing your dentist, like we’ve had one example, where the population of the employees had zero decay, but we couldn’t even do their routine cleaning, because they’ve gone within the threshold of that routine dental cleaning. Because what’s the issue? It’s the start of periodontal disease. So there’s so many different elements of why it’s important to bring in, like care, not just as a one off, because routine dental care, you have to monitor it. You have to see it. You have to take X rays to see what’s, you know, really in the mouth. So there’s all of these things that we provide patients when we do these dental visits, yeah, early detection of all of these things.
Lindsay Johnson 23:35
Well, companies have to realize that it’s going to save them money. So early detection, preventative care is going to save them money. Making employees will save them money. So yes, you might see this, you know, Bill for an event, a Wellness Week, a wellness month, long term annual program, but knowing what that ROI will actually save you money. You know? Another example is massage. Massage at a health fair. Oh, that sounds like fun. It is. It’s amazing. It’s such a fun added value, but it actually reduces your employee stress. It helps with their posture, helps them show up. Heck, who doesn’t want to massage? Yes, they’re going to show up for work that day, right? So, you know, massages in you know, Kaleana, you were mentioning how FitPros, it’s an eight week process with FitPros when you do a health fair with us. So it’s a, it’s a, it is a thoughtful we have meet meetings bi weekly. Yes, we want to intake who your carriers are, because we’re gonna, we’re gonna reach out to local acupuncturists, local chiropractors, and make sure that they are there to meet the needs of the employees. But then have a lot of fun. We bring a live DJ, we bring smoothie FitPros handles all of that. The one story I do want to share is last fall, one of our vendors brought one of those arm cuffs for blood pressure and and then this woman had had said that she had no intention to, like, you know, get this done. It wasn’t like she didn’t know anything, but her it was, it was dangerously high. Her hypertension was in, like, incredibly high. And so she went to the doctor and then wrote us some feedback in and said, Thank you. Thank you for bringing that to our awareness. Because I had, I didn’t know that something was that I should get checked out. So it’s little stories like that. I mean, that’s not even stories like that that truly remind me why we are all in this business.
Carla Caramat 25:37
I have one other story, I think so we were at one of our client it was one of the dental pop ups, and one of our doctors actually found oral cancer in one of the patients. Yeah, and, you know, this is like a classic thing, right? Like you wouldn’t really normally open your mouth and do your own examination, but having that available to them, and the early detection of it, like we were so really proud that we were able to at least talk to the patient, refer the patient to a specialist so that they can get a biopsy. But these are just some of the things. When you we say dental checks, as I mentioned earlier, you’re doing dental education. We’re doing oral cancer screenings, so we’re doing a very comprehensive dental checks every six months. And so we carve out time for that for a dentist, and then our hygienist typically spends about 30 minutes, and usually that’s where the conversation around the education and periodontal disease really takes place. They teach them how to pause do all sorts sorts of different things, and the experience is the same as if you were actually at a brick and mortar dental office. Yeah.
Carla Caramat 27:06
I love all of our patients.
Kaleana Quibell 27:08
Yeah, I think that’s amazing. And I guess, like, I’m going to actually skip the order a little bit of some questions, because we talked a little bit already, Lindsay about how easy you make it for HR teams and whatnot. So I’ll go back to that in a second, but this driving participation. So this is clearly, as you guys just told in the story, something where people aren’t going to get their blood pressure checked, people aren’t getting their teeth cleaned. So how do you help a HR leader People Ops like, how do you how do you help them advertise this to their people, market it, make sure people are actually signing up, because it’s an investment, and so you want to make sure that people are getting it worth it, and making sure employees are actually taking the time to know. Because it’s one thing to have something at your office, it’s another thing to be given permission to go do it. And so I don’t know, maybe Lindsay, you could talk about this first, and then Carla too, in terms of how you actually get people engaged in signing up in advance.
Lindsay Johnson 28:06
Yeah, totally, you hit it on the head. The number one thing is giving that permission. As much as we all have, might have freedom or flexibility in our role when our manager or senior leadership says, yes, please go to this thing. We show up. More employees are likely to show up. But pre marketing, pre awareness is critical. However, employees are bombarded with emails from HR. They’re bombarded with the normal newsletters and things, and so stepping outside of that, trying to use a wellbeing Slack channel, sending a really intentional email is great at FitPros, we offer that end to end support. So not only do we handle all the carrier and vendor coordination, we this fall, are including our SaaS platform, so it includes email marketing and push notifications for employees. So really simplifying the awareness, you know, we really serve as an extension of the HR arm. We want to relieve them from work so that they can finally get to enjoy the event and not have to be so stressed with running it day of you know, FitPro is really we want to relieve our clients at work.
Kaleana Quibell 29:27
Love it. And what about you, Carla? Because I have to admit, like, I feel like, with Lindsay, it was something I’m like, oh, wellness weeks. I’m familiar with those. You make it easier with dentists on demand. I was more skeptical. I was like, how are you going to turn this conference room into an office? So maybe, Carla, you maybe Carla, you can talk about how you promote it and make sure people know this is going to be, like a true dental experience.
Carla Caramat 29:49
Yeah, I think early on, because of that whole like, idea of HR teams, let alone employees wondering, like, what a dentist in our conference room. So a couple of things. So what we’ve done early on is we’ve created what we call our micro site, but it’s a co branded micro site where we essentially provide access for employees to book their appointments. So it’s the booking portal. Is just a link that you can click on in that micro site. And in addition to that, we also provide all of the in for so what we’re trying to do here is is less than the amount of work that HR teams need to do, right? So we try and come up with all of the questions that employees may have regarding benefits, the location of the actual dental pop up event, so in the micro site, it has all of that information they where they can basically read about the coverage, and then for any employees that may actually need further treatment, because we’re only obviously providing preventative care in the workplace, we also have a section where, depending on their dental carrier, there’s a section there where they can actually search for a in network provider.
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