The operating system for organizational performance.
October connects the full people stack — wellbeing, surveys, performance psychology, HR, and experts — into one intelligence layer. See what's happening, understand what matters, act where it counts.
- En▲ 8 ptsEngineeringburnout risk easing
- Sa▲ 5 ptsSalesfocus improving
- Su▾ 3 ptsSupportworkload elevated
- Pr▲ 2 ptsProductengagement steady
- Op▲ 6 ptsOperationsmanager trust up
- Engineering78
- Sales74
- Product76
- Support61
- Operations73
- Finance69
- EnEngineering flight-risk signal cleared2m ago
- PePeople team launched resilience cohort8m ago
- AdAdvisory filed monthly focus plan14m ago
- SaSales manager trust up 6 points22m ago
- SuSupport workload flagged for review31m ago
- ExExec reviewed retention forecast45m ago
Existing user? Jump back in.
Data. Decision. Action.
One system that helps companies understand their people, make better decisions, and turn insight into measurable change.
- Data
What is really happening across the organization.
Behavioural, operational and engagement data from across the organisation, unified in one system — not scattered across a wellbeing app, a survey tool, and an HRIS.
- Decision
Where leaders should focus and act.
Prioritised insight that shows leaders where to focus and act — the few moves that will move performance, surfaced ahead of the lagging indicators.
- Action
Measurable change in performance and outcomes.
Execute through October Health, October People, embedded experts and off-platform programmes. Software paired with a team that drives the change and the ROI.
October combines software with an embedded expert team. Leaders see measurable change in engagement, retention and performance.
Support people actually use.
Most wellbeing programmes sit unused — a few percent of staff ever log in. October reaches 65% utilisation, around ten times the typical EAP. One customer went from 1.4% adoption to 55%. Data only changes performance when people engage with it.
- 5–15%
- 65%
- 10×
- Scope
- The whole organisation.
- One slice each.
- Model
- Software and embedded experts.
- Software or experts, never both.
- Adoption
- 65% utilisation, 10× the EAP.
- A few percent ever log in.
- Insight
- Prioritised — what to do next.
- A dashboard you interpret yourself.
- Action
- Experts who execute the change.
- A report, and good luck.
- Stack
- One intelligence layer.
- Four tools, four invoices.
- Outcome
- Measurable change in performance.
- Activity metrics.
The whole organisation.
One slice each.
Software and embedded experts.
Software or experts, never both.
65% utilisation, 10× the EAP.
A few percent ever log in.
Prioritised — what to do next.
A dashboard you interpret yourself.
Experts who execute the change.
A report, and good luck.
One intelligence layer.
Four tools, four invoices.
Measurable change in performance.
Activity metrics.
October, at a glance.
- A.
- One intelligence layer for the organisationWellbeing, surveys, HR, and performance psychology — unified, not scattered across four tools.
- B.
- Every team mapped to its signalSee engagement, retention and performance across the whole org.
- C.
- Burnout, disengagement and flight risk — earlySpot the problem before it shows up in attrition.
- D.
- A focused plan, not a 40-page reportPrioritised insight that shows leaders the few moves that will matter most.
- E.
- Execute through software and embedded expertsHealth, People and Advisory turn insight into measurable change.
- F.
- 65% utilisation — 10× the typical EAPSupport that people actually use, measured across customers.
See it. Understand it. Change it.
An early signal surfaces.
Burnout, disengagement, a team under strain — a weak signal reaches the surface long before it ever shows up in attrition.
The whole picture, one view.
Behavioural, operational and engagement data from across the organisation, unified — so you see what's really happening, not one slice of it.
A focused plan, not a report.
Prioritised insight and a small set of focused interventions — owned by your embedded expert, not left on a slide.
Measurable change.
Execute through Health, People and Advisory. Engagement, retention and performance move — and you can see the change in the data.
Sustained capacity strain
- −38%
- +2.1h
- −14
Sustained capacity strain
- −38%
- +2.1h
- −14
What slips
what holds
Every resignation starts as a gap between how people seem and how they really are. October keeps that gap visible and annotated — a live feed of the early signals — until someone acts on it.
| Week | Tier | Score | Team | Signal |
|---|---|---|---|---|
| Wk 01 | L1 | 4.2 | Support | workload spike |
| Wk 02 | L2 | 3.1 | Sales | manager change |
| Wk 03 | L1 | 2.4 | Product | overtime up |
| Wk 04 | L3 | 5.6 | Engineering | flight risk |
| Wk 05 | L2 | 2.8 | Finance | engagement dip |
| Wk 06 | L1 | 1.9 | Operations | burnout flag |
| Wk 07 | L2 | 3.4 | Engineering | intervention |
| Wk 08 | L1 | 2.1 | Support | re-engaged |
Each works on its own. Together they compound.
Take what you need. Every module you add reads against the same record, so the intelligence sharpens as you grow — Health and People are the software you run on, Advisory the team that turns the signal into outcomes.
- Health
Performance psychology that supports employees from the ground up and gives leaders the behavioural data to improve culture from the top down.
- People
An AI-first HR workspace from the first interview to the final goodbye — hiring, payroll, performance, learning, compliance and the 30+ modules in between, running as one.
- Advisory
The embedded expert team. Psychologists, strategists and data scientists who turn your platform's signal into the few moves that matter — and stay accountable for the outcome.
What changes for the customer. The outcomes that follow.
- 01
The behavioural and skill base for performance.
Higher resilience, focus and adaptability across the workforce. People who deliver under pressure and through change. Capability retained when it matters most.
- 02
Earlier signal, earlier action.
Spot disengagement, burnout and team breakdowns before they show up in attrition. Reduce people-side compliance, conduct and culture risk.
- 03
Elevate HR from operational to strategic.
Cleaner HR operations. Better data behind comp, leave, talent and performance decisions. Less manual work, more time on what matters.
Better people decisions. Stronger teams. Performance that compounds.
Higher engagement, according to the teams who've run it for a full quarter.
We've seen fantastic adoption and utilisation of the platform. The insights and data empower us to implement targeted initiatives that truly benefit our staff.
We face complex challenges and high-pressure situations daily. To excel, we need more than technical expertise; we need clarity, composure, and resilience.
Through October we continue to draw insights to understand where to bolster support and design a fit-for-purpose wellbeing plan for the year.
Our industry demands a lot from our people — high performance, tight deadlines, and constant problem-solving. That's why we've partnered with October Health.
We now understand what wellbeing challenges are most important to our staff and can craft specialised interventions with the October team. The entire October team is a pleasure to deal with.
October Health has changed the wellness game at our company! Our previous EWP garnered 1.4% adoption — with October we are at 55%.
Our people are at the heart of everything we do. To truly support them, we need to understand their needs in a meaningful way — that's why we've partnered with October Health.
Trusted by teams that outpace change.
From financial markets to healthcare, law and retail — leaders run October.
Score your business in 2 minutes.
Benchmark your workplace across the drivers of performance and retention — free, no signup, with a costed PDF of what the gap is worth.
See what's really happening.
Book a walkthrough and we'll show you the data, the decisions it surfaces, and the team that drives the change.