The Tech Industry: Helpr's Care Benefits vs. Industry Standards

In the tech industry, innovation and competition are constant, and benefits have become a tool for employee retention and performance. Helpr, a women-owned company and certified diverse supplier, offers a novel approach to care benefits, establishing a new standard.

This case study conducts a fair evaluation of Helpr's care benefits compared to standard practices, focusing on Bright Horizons and Care.com Business as competitors. The goal is to clearly show how Helpr's services meet the changing needs of tech workers.

Global Reach and Inclusivity

Tech companies need to support diverse and global teams, making international care benefits essential.

Helpr stands out among US care providers for its global reach, operating in over 150 countries, including places less commonly served like Bangladesh, Qatar, and Latin America. This compares to Care.com Business in 17 countries¹ and Bright Horizons in five.² Helpr offers services in local currencies and meets the needs of tech teams worldwide, no matter their location.

This worldwide access gives tech companies an advantage. For instance, Snapchat uses Helpr for employees in countries such as the UK, Netherlands, France, Germany, Canada, UAE, China, and Austria.

Equitable Access

Saving Employees Money

Big tech companies are famous for their great perks, like free quality cafeteria food, on-site laundry, and gyms.³ Adding a cost-saving care benefits service to these perks is a practical move.

Helpr offers employer-subsidized care benefits to all employees, regardless of location. This approach is different from traditional reimbursements. Copay-based systems are now used by Bright Horizons and Care.com Business through their network providers and daycare centers, though they still rely on reimbursements in less-serviced rural areas.^{4, 5}

Critics say this model prefers highly compensated employees in urban centers and disadvantages lower-income, rural employees.

Helpr also charges in 15-minute increments to help save costs, unlike its competitors' hourly and daily rates.^5,6 It also simplifies using Dependent Care FSAs (DCFSAs) with direct debit card use in its app. For those without a debit card, a receipt formatted specifically for DCFSAs is provided, a convenience not matched by Care.com Business or Bright Horizons, who require manual reimbursement claims.^6,7

Addressing Care Deserts

In the tech industry, 67% of employees work remotely, more than any other sector, which can limit their access to care.⁸ Helpr addresses this with several services:

• In-Network Care (INN): Employees choose from Helpr-vetted care providers.
• Out-of-Network Care (OON): Employees use caregivers from their own network, like family and friends.
• Center Care: Options for child, adult, and pet daycare centers.
• Core Care: A concierge helps find and vet care providers for family needs.

Helpr is the only care benefits company to subsidize global care from employees' own networks through its ONN service.  The company's 2023 data shows a preference for OON, with a 61% utilization rate compared to 31% for INN care. To illustrate, Snapchat employees added 435 OON providers in 2023.

Respecting Cultural and Personal Preferences

Surveys show that Helpr's Out-of-Network (OON) service meets the diverse preferences of tech employees by allowing culturally suitable care. Workers can choose caregivers who understand their cultural and religious practices, enhancing comfort.

“The ability to upload and call upon trusted caregivers provides me with a sense of relief and has allowed me to focus on my job …”

ONN care also aligns with privacy and safety preferences. There's an inherent level of confidentiality and trust when care is provided by someone already known to the family. This was particularly seen during the COVID-19 pandemic. 

“Without Helpr, I’m not sure how I would have found care that I felt safe using for my pandemic baby.”

Furthermore, Helpr’s model facilitates compensation for caregivers within personal networks, formalizing what is often an informal arrangement. This not only recognizes and values the work of these caregivers but also supports financial equity by ensuring they are fairly compensated.

“I'm so thankful that I can hire my Dad [and] acknowledge his contribution financially.”

Caregiver Screening 

Caregiver screening is crucial now more than ever for ensuring safety and trust, especially for industries like tech, known for its longer working hours.

Care.com Business screens caregivers through interviews, reference checks, and criminal background checks, but it's concerning that employees are prompted to pay extra for additional checks.⁹ Bright Horizons reports its caregivers receive CPR training, as well as pass strict background checks and screenings, though the specifics are not clear.⁶

• Face-to-face interviews
• Real-time and ongoing background checks
• Verification of ID
• Verification of CPR certification
• In-depth reference checks via phone
• FAMA social media investigation
• Ongoing community surveillance

This thorough method has led to a high booking fulfillment rate of 91% on average in 2023, with Snapchat’s fulfillment rates sitting at 95%.

Final Thoughts 

This case study evaluates Helpr's care benefits in the tech sector, comparing it to Care.com Business and Bright Horizons. It looks at Helpr's global reach, its equitable financial model for accessing care, and its high standards for caregiver vetting. These factors meet the varied needs of the global tech workforce, highlighting how well-designed care benefits can improve employee welfare, satisfaction, and retention. Helpr's approach sets a new industry standard and shows the importance of thoughtful care benefits in boosting company performance and employee well-being.

References: 1) Care.com (n.d.[a]), 2) Bright Horizons (n.d.), 3) Dice (2022), 4) University of Washington (2023), 5) Care.com (2023), 6) Brandeis University (2018), 7) Care.com (2024), 8) Statistica (2024), 9) Care.com (n.d.[b])