A $68 billion industry. Most of it built wrong.
Corporate wellness fails at an extraordinary rate. Companies do care about employee health. The dominant delivery model is simply incompatible with behavior change.
of C-suite executives would consider leaving for a role with better well-being support
DELOITTE, 2022of employees actively participate in the wellness programs their employer already funds
GALLUPreturned per dollar invested in effective, accountable wellness programming
HARVARD BUSINESS REVIEWBillions spent. Most of it wasted.
The corporate wellness market is worth $68 billion globally and growing 6 to 7 percent per year. Three independent research firms have documented the growth. The market is healthy. The product is the problem.
Only 24 percent of employees actively participate in what their employer offers. Deloitte found the reason: accessing the resources is too time-consuming and too confusing. The remaining 76 percent of program spend produces no measurable return.
The programs that do produce outcomes share one characteristic. A consistent, qualified human being holds participants accountable over time. That is a staffing constraint, and no amount of software removes it.
A digital app can reach 10,000 employees and change almost none of them. The industry has known this for years and keeps selling the app anyway.
When asked what would most help them improve their well-being at work, the top answer from C-suite executives was an executive training program focused on health. Leaders are already asking for exactly this.
DELOITTE WELL-BEING AT WORK SURVEY, 2022Nobody serves the middle.
Fortune 100 providers
Onsite facilities, dedicated staff, seven-figure budgets. Excellent, and entirely out of reach below a certain headcount.
100 to 2,000 employees
Leaders under the same load with none of the infrastructure. This is the gap Capacity was built to fill.
Apps and platforms
Built for individuals at scale. Cheap, self-directed, and structurally unable to hold anyone accountable.
What makes the coaching relationship different.
Data first
Blood panels, movement screens, and detailed intake assessments establish the baseline before a single program is written.
Cohort model
Your leadership team goes through it together. Shared commitment creates culture and group sessions build trust, which individual coaching alone cannot replicate.
Measured outcomes
Before-and-after panels, body composition data, and performance metrics delivered to the C-suite. Every claim in the final report traces to a measurement.
Jacob Ewing
In ten years in fitness I have coached beginners, athletes, and everyone in between. I have managed gyms, built programs from the ground up, and worked with hundreds of high-performing individuals.
Capacity came from one observation. The leaders I coached were the busiest, most driven people I had ever worked with. They had executive coaches, leadership training, and productivity systems, and their bodies were falling apart. They were not sleeping well, their energy was inconsistent, and their stress was compounding. No amount of mindset work was going to fix that foundation.
So I built a program for the one thing that actually changes their performance: the physical capacity to do the work. I am a coach who understands how the body drives performance, and I brought that to the leadership teams who have the least access to it.
“As a busy executive with a family, I needed something sustainable, not a diet that took over my life. Jacob helped me dial in my nutrition in a way that kept me fueled for training while the fat melted off. We reviewed my numbers regularly and adjusted based on what the data was telling us. I went from roughly 200 pounds to 188, dropping about 15 pounds of body fat while maintaining around 93 pounds of skeletal muscle. I never felt like I was starving myself. Jacob found an approach that fit my life, kept my performance high, and produced measurable results.”
Ready to talk?
Start a conversation about your leadership team and whether Capacity is the right fit.