Your team deserves better financial futures

We started Zadenix in 2015 because we saw employees drowning in debt, missing retirement goals, and stressing about money during work hours. Companies were offering generic lunch-and-learns that nobody attended. We knew there had to be a better way.

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Business team learning financial planning strategies

Reduced Financial Stress

When Sofia's company enrolled 140 employees in our program, HR reported a 34% drop in payroll advance requests within six months. Employees weren't just learning—they were actually changing habits.

Better Retention Numbers

A regional distributor told us they used to lose warehouse staff every 18 months. After offering our courses as a benefit, that stretched to 31 months. People stay when they feel invested in.

Measurable Productivity Gains

One manufacturing client tracked it: employees who completed our debt management module took 22% fewer unscheduled days off. Financial worry is expensive for everyone involved.

How does financial education actually work at scale?

Most corporate training feels like homework. We built something different. Each course runs 8-12 weeks with one focused topic per week. Your employees log in when it fits their schedule—during lunch, after kids go to bed, on Sunday morning with coffee.

The content isn't theoretical. We teach real tactics: setting up automatic savings transfers, reading credit reports, calculating mortgage affordability, choosing retirement contribution percentages. Things people can implement the same day they learn them.

Companies get dashboard access to track completion rates and engagement metrics. Not individual progress—we keep that private—but enough data to know if people are actually using the benefit you're paying for. Last quarter, our average completion rate sat at 73%, which means people are sticking with it.

Employee reviewing financial planning materials online

What companies are telling us

"We rolled out Zadenix to our 200-person call center in March. By August, our benefits coordinator told me she'd fielded fewer questions about hardship 401k withdrawals than any year since she started. That's not coincidence."

Vivienne Kallberg Operations Director, Customer Solutions

"The investment planning module changed how our younger engineers think about equity compensation. Three of them scheduled meetings with financial advisors after completing week five. They're making smarter decisions about their stock options now."

Petra Dubois Head of Engineering, Tech Platform

"Our annual benefits survey used to show 40% of employees were stressed about money. This year it dropped to 26%. Same people, same salaries, different financial literacy. The courses actually worked."

Ingrid Voss VP Human Resources, Healthcare Services

Ready to invest in your team?

We can have your first cohort live within two weeks. Pricing scales with employee count, and you can cancel anytime. No complicated contracts or year-long commitments.

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