Savology

Financial report cards and personalized plans as an employee benefit

HR & Recruiting Financial Planning Employee Engagement savology.com

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Founded

2019

Starting Price

About Savology

Savology is a financial wellness platform that grades a household's entire financial life in about three minutes and delivers a complete personalized plan in about ten, with no account linking, document uploads, or Social Security number required. Employers offer it as a benefit by sharing a single branded link — there is no payroll integration, SSO project, or enrollment meeting — and the organization only ever sees aggregate participation, never an individual's finances. Plans can be upgraded to include human help from an fpGuide, a Savologist coach, or a CFP professional.

Pros & Cons

Pros

Employees get a graded result and a plan on day one, which sidesteps the low-utilization problem that sinks most financial wellness benefits
Rollout is a single link — no payroll integration, SSO project, or enrollment meeting for the benefits team to run
The employer never sees or stores individual financial data, which removes a real privacy and liability concern from an HR-sponsored money benefit
Employees introduced through an employer are contractually excluded from the advisor-introduction pipeline unless they opt in themselves
Free and fully self-serve for individuals, so there is no cost barrier for employees who want to use it outside a sponsored program
Human help scales up in tiers (fpGuide, Savologist, CFP sessions) without forcing every employee into an advisory relationship

Cons

No published employer pricing — every quote requires a demo, which makes budget comparison against competitors slow
Survey-based data collection means grades rely on self-reported numbers rather than linked accounts, so accuracy depends on employee honesty and recall
Aggregate-only reporting limits how deeply HR can segment or target follow-up programs
The company also monetizes advisor introductions, so buyers have to take the roster-exclusion boundary on trust plus audit
Roughly a dozen employees, so support depth and roadmap velocity are smaller than at enterprise benefits vendors
No payroll, HRIS, or SSO integrations means no automatic eligibility sync or single sign-on for larger organizations

Key Features

Three-minute financial report card

A tap-through survey grades retirement readiness, emergency savings, insurance coverage, debt, and estate planning from A to F, with the results emailed to the employee.

Complete personalized plan

The full ten-minute survey produces projections, priorities, and a prioritized action list based on the household's income, goals, and situation.

White-labeled employer experience

Employees see the company's masthead over Savology's survey and report card, so the benefit reads as the employer's without any administration.

Aggregate-only employer reporting

HR sees participation counts and aggregate outcomes. Individual financial data is never visible to or stored by the organization.

Optional human help tiers

Plans can be upgraded to include an fpGuide who works through actual numbers, a Savologist for coaching and accountability, or sessions with a CFP professional.

Financial literacy library

19 planning modules and 18 literacy courses spanning 60 lessons keep the benefit useful long after the initial survey.

Roster exclusion from advisor introductions

Savology also introduces households to advisors, but employees who join through an employer are excluded from that pool unless they opt in themselves from inside their own account.

Link-only deployment

Launching requires distributing a URL. No payroll feeds, no SSO configuration, and no data integration work for IT or benefits teams.

Re-grading over time

Employees can retake the survey as their situation changes and watch grades move, which gives the program a repeat-engagement metric.

Vetted provider referrals

When an action item calls for a product or professional, employees are pointed to vetted providers as an option rather than a directory dump or a required referral.

Pricing

Individual

$0/month

Free financial report card in about three minutes
Complete personalized plan in about ten minutes
Prioritized action items
Access to the education library
Unlimited re-grading as circumstances change
No account linking or SSN required

Human help upgrades

Custom

fpGuide who works through the household's actual numbers
Savologist coaching and accountability
Sessions with a CFP professional
Employer can fund for everyone or let employees self-upgrade

Employer

Custom

Company-branded report card experience
Aggregate participation and outcome reporting
Employee roster excluded from advisor introductions
Link-based rollout with no payroll or SSO integration
Optional bundled human-help tiers
Pricing quoted after a 30-minute demo

Best For

Replacing an unused financial wellness benefit

HR teams whose existing financial benefit sees single-digit utilization swap it for a three-minute entry point that produces a personal result before employees lose interest.

Open enrollment support

Benefits teams use the report card to show employees where their insurance, retirement, and HSA gaps actually are, which drives better-informed enrollment decisions.

Financial wellness for hourly and frontline workforces

Because there is no asset minimum and no advisor meeting, the benefit reaches employees at every income level rather than only executives.

Small-team benefits with no admin capacity

Companies without a dedicated benefits administrator launch by sharing a link in a newsletter, with nothing to configure or maintain.

Financial advisors serving clients below asset minimums

Advisory practices use the report card platform to deliver planning to prospects and clients at every asset level, with coaching and prospect programs as add-ons.

Measuring program impact

HR tracks activation rate, completion time, re-grade frequency, and spillover into existing retirement, insurance, and HSA offerings without touching anyone's personal finances.