Write a brief that makes proposals comparable
Ask each shortlisted provider to respond to the same brief. If one quotes a library subscription and another quotes coached sessions, compare them first on purpose and access, not just price. You may need one service, both, or a change in work arrangements before either will be useful.
Ask for delivery details, not just a demonstration
Find out who would deliver your sessions, what qualifications and experience are relevant, how many people can attend and what attention they receive. Ask what happens when an instructor is absent or a session must move.
Check the practical joining experience on the devices employees use. A vendor’s general accessibility statement does not tell you whether your chosen session includes captions, seated options or camera choice. Get the actual arrangements in writing.
Use this vendor questionnaire
The questions below are a starting point for an employer request for information. Adapt them to the scope you need; they are not a legal or security certification checklist.
First assess requirements that cannot be traded away, such as workable scheduling and necessary access. Then compare service fit, employee preferences, administrative effort, transparency and evidence. Record unknown answers as questions to resolve rather than automatically scoring them as a pass or failure.
Make a bounded decision
A pilot should have a named owner, an agreed duration, a full cost and a review date. Decide before launch what would justify continuing, changing the format or stopping. Include feedback from people who could not participate as well as those who enjoyed it.
BarreWorkout is collecting employer interest while its corporate service is developed. We will need to confirm a written delivery scope before a company can book; an interest submission is not a contract.
Ask for evidence that matches the service
Request instructor qualifications relevant to the participants, an example session plan, a clear staffing and substitution plan, accessibility information and references for a comparable setting. Agency buyers also need their own purchasing team to confirm what documentation and approvals apply. A polished presentation alone does not answer those questions.
12 questions for a provider
- What problem are we trying to address, for which workers, and what would count as a useful pilot?
- What exactly is delivered: minutes, frequency, format, maximum group size and observation or feedback?
- Who teaches, which credentials and relevant experience do they hold, and who covers an absence?
- What space, clothing, equipment, device and connection are needed?
- Which seated, standing, captioning, camera and other participation options are actually supported?
- Which time zones and working windows are available, and are repeated sessions or recordings included?
- What employee and employer onboarding work is required, and who owns each task?
- What data is collected, who sees it, and what are the recording, retention and deletion rules?
- Which insurance, incident procedures and relevant documentation can be supplied?
- What is the full fee basis, minimum commitment, setup/admin cost, employee cost and cancellation policy?
- What reporting is included, how are its measures defined, and what cannot it demonstrate?
- What evidence or relevant references support the offer, and how will we decide to continue, change or end the pilot?
Sources and scope
General information for employer planning. Provider descriptions are their own published offerings, not independent performance ratings. No named medical review or product test is implied.
- Strive onsite and virtual corporate wellness — Vendor first-party offer
- Business Group on Health: 2025 employer well-being survey — Employer survey
Planning for a different setting?
Make the next decision
Considering movement for your team?
Tell us the formats and times you would like. Corporate availability and pricing are in planning; submitting interest makes no booking.
Register employer interest →