Wellness career prep calibrated to practitioner standards.

Your personalized interview prep and upskilling coach for the age of AI

...or type any role or company

Wellness Coach

Skills-based. Curated. Adaptive.

Close your skill gaps

Track progress on your skill profile and achieve your career goals in the age of AI

Structured Problem Solving
Practitioner
Stakeholder Influence
Apprentice
AI Delegation
Apprentice

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Deeply Researched

Every session is built around news, trends, earnings calls, and ideas shaping your profession today

Headspace's enterprise wellness program reduced employee burnout scores by 22% in a...

Headspace
INTERVIEW

Headspace

One Medical's direct primary care model has achieved 40% lower ED utilization among its...

One Medical
INTERVIEW

One Medical

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Interview Simulations

Mock interviews with sharp, realistic AI interviewer personas, interactives and exhibits

Framework
Main Branch
Are we acquiring members cost-effectively?
Level 1
What acquisition channels deliver the best quality members?
Level 2
Organic/referral CAC: $32 (paid CAC: $68, 53% cheaper)
Level 2
Organic members show 2.1x higher 6-month retention vs paid
Level 1
When do new members activate and engage?
Level 2
Week 1 onboarding completion: 67% (target: 80%)
Level 2
First workout within 48hrs: 54% (strong predictor of Month-3 retention)
Main Branch
Are we driving sustained behavior change?
Level 1
What patterns indicate committed vs at-risk members?
Level 2
Monthly active usage: 62% (healthy = >60% in our cohort)
Level 2
Goal setting at signup + coach check-in → 3.2x more consistent engagement
Level 1
Are members achieving their health goals?
Level 2
Members reporting goal progress at Month 2: 71% (benchmark: 65%)
Level 2
Accountability features adoption: 48% (room for personalization)
Main Branch
Are we building lifetime value through retention?
Level 1
What are our month-over-month retention cohorts?
Level 2
Month 1 retention: 78% (members staying after trial period)
Level 2
Month 6 retention: 42% (benchmark for fitness: 35%, we’re outperforming)
Level 1
Where do we lose members and why?
Level 2
Churn spike at Month 3: 12% (post-goal achievement, loss of novelty)
Level 2
Members with community engagement: 56% Month-6 retention vs solo track 31%

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Sharpen Your Judgment

Get pressure-tested on which problems matter, which questions to ask, and how to prioritize

The readmission rate is 18% — I'd invest in a discharge planning nurse to coordinate post-acute care.

Thinking
AssessCandidate jumped to a solution before establishing the root cause. 18% readmission could be driven by discharge failures, but also by inadequate inpatient stabilization, patient complexity, or social determinants of health.
LocateThe core gap is hypothesis-driven diagnosis. The candidate needs to identify where in the clinical pathway the failure is occurring before selecting an intervention.
DecidePush back with a question that forces the candidate to establish the causal pathway before recommending an intervention.
Discharge coordination addresses the back-end of the pathway. What evidence do you have that the 18% readmissions are driven by post-discharge failures rather than inadequate inpatient preparation or patient selection?

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Tailored Debriefs

Know exactly where you stand on every skill that matters — after every session

Behavioral Diagnosis
Strong
Coaching Communication
Meeting Bar
Program Adjustment
Distinctive
Evidence Application
Developing

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