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You can’t outbid a GCC. You can out-care one.
You are building a company of 200 to 1,000 people in the same cities where the world’s largest companies are hiring the same engineers with deeper pockets. This page is about the one advantage that doesn’t come from a budget line.
Ethika Worklife Private Limited · This is not an insurance product.
It always arrives on a Monday.
The resignation from someone you personally convinced to join. The offer letter is from a global capability centre: a package with more zeros, a brand their parents recognise, and a benefits booklet thicker than your employee handbook.
You do the maths you always do. Matching the salary breaks your bands for six other people. Matching the benefits booklet means becoming an HR department instead of a product company. So you make the counter-offer speech about mission and ownership. And it works, until the next Monday.
Here is the part the offer letter can’t say: nobody at a fifty-thousand-person centre is going to notice one engineer’s ordinary Tuesday. You can. Whether their kid’s paediatric consult, their 2 am doctor call, and the counselling session nobody knows about all just work: that is a founder-sized advantage, and it costs a founder-sized budget.
That is who you are hiring against, not the startup across the street. Over two thousand centres, hiring the same senior engineers, in the same five cities, with global pay scales and procurement-grade benefits.
Competing with that on money is a losing game by design. Competing on care is not, because care doesn’t scale down gracefully for them, and it doesn’t need to scale up expensively for you. One wallet, priced per employee per year, in the open, on our pricing page right now.
Three things you are actually worried about.
“I can’t become an HR department.”
Every benefit you add is a vendor to manage, an enrolment window to chase, a renewal to negotiate. You started this company to ship a product.
RISE answers: one wallet, one contract, and we run everything: providers, bookings, helplines, events. Your HR effort is about five minutes a month.
“I don’t know what my team actually wants.”
The 24-year-olds want a gym. The 38-year-olds want a paediatrician. Whatever single benefit you pick, you disappoint half the team.
RISE answers: you don’t pick. Each person spends the same wallet on their own life: fitness for Priya, counselling and kids’ care for Rahul. See how the wallet works.
“I can’t sign what I can’t price.”
Every benefits vendor wants a demo call before they will whisper a number. You want the number first, like any sane buyer.
RISE answers: about ₹3,000 per employee per year, for benefits worth up to ₹10,000 per employee and family, indicative, on the pricing page, before we know your name.
Benefits your team feels weekly, not a booklet they file.
The everyday half
Doctor consultations and pharmacy from the wallet, at actuals, capped: the fever on a Tuesday, handled without a claim form. Confidential counselling with an 8-hour callback. A Friday session worth joining, every single week.
The founder-visible half
Usage in aggregate, never identities, so you know the money is working without surveilling anyone. On-site health days for teams of 50+ lives. And your existing insurance and broker untouched, entirely. RISE is not insurance and asks nothing of yours.
What founders ask us first.
We’re 220 people. Are we too small for this?
No. 200 to 1,000 is exactly who this page is written for. On-site events run from 50+ lives.
Does this touch our existing group health insurance?
Not at all. RISE is not insurance: no policy, no insurer, no claim, so your broker stays your broker and your renewal stays your renewal. We never ask for your policy or renewal date; there is nothing here for us to quote on.
How much founder or HR time does this take after launch?
About five minutes a month: a look at the aggregate usage view. We run the providers, the bookings, the helplines, the weekly sessions and the on-site days. That is the product.
Will my team actually use it?
Usage is the only honest measure, and you will see yours in aggregate from month one. The design is built for adoption: perks people open on good days, consultations with no claim forms, counselling nobody can see them use, but we won’t promise you a number before your team creates one.
Their advantage is a budget. Yours is attention.
A GCC can always add a zero. What it cannot do is make two hundred people feel personally looked after: that is structurally a founder’s move, and RISE is how you make it without becoming an HR department. One wallet, run for you, priced in the open.