The missing layer in your GLP-1 benefit.
GLP-1 programs are bankrupting employer budgets.
We fix that.
The only platform that ties employer-paid GLP-1s to verified behavior change.
Why Now
GLP-1s broke employer benefits.
We fixed the missing layer.
01/Coverage Cliff
Major plans are walking away.
- — Major PBMs dropping GLP-1 coverage
- — National insurers excluding for 2026
02/Manufacturer DTC Rails
DTC channels reshape the market.
- — Direct-to-consumer pricing is here
- — Cash-pay bypasses traditional channels
03/The Incumbent Gap
Structurally locked out.
- — The existing model isn’t built for engagement-based access
- — Legacy economics aren’t built for transparency
04/Compounding Crackdown
Cheap alternatives gone.
- — FDA enforcement is changing the landscape
- — Brand-name access becomes the only path
How it works
Three layers. One operating model.
Concorde binds behavior to eligibility to medication funding. Scroll to see how it works in the member's hands.
Behavior verified.
Behavior is measured, not self-reported. Members work 1:1 with a dedicated coach who keeps habits on track through every stage. Habit completion, verified weigh-ins, and structured coaching notes flow into the Unified Behavioral Record.
Access decided.
Concorde-designed eligibility criteria — built with employer input, clinically validated for better outcomes, and automatically enforced. No PHI, no manual review.
Funding released.
Funding follows behavior. Automatically. Your employees earn access — and keep it by staying engaged.
Tap a step to revisit.
Behavior verified.
Measured, not self-reported. Members work 1:1 with a coach — verified weigh-ins and habit completion flow into one behavioral record.
Access decided.
Concorde-set eligibility — clinically validated, employer-shaped, and automatically enforced. No PHI, no manual review.
Funding released.
Funding follows behavior, automatically. Employees earn access and keep it by staying engaged.
No PHI. No Prescribing. No Claims. Concorde is the employer's independent fiduciary.
Wellness apps can coach but can't govern. Telehealth can prescribe but can't control costs. PBMs can't tie access to engagement. Only Concorde does all three.
GLP-1 should be a temporary tool — not a permanent line item.
The Competitive Picture
Why the current market creates a vacuum that only Concorde fills.
| CAPABILITY | CONCORDE HEALTH | OTHER SOLUTIONS |
|---|---|---|
| Engagement-Based Access | Yes — Tied to habit mastery | No — No link between behavior and access |
| Cost Control | Yes — Subsidy tied to behavior | No — Cost decoupled from engagement |
| Human Coaching | Yes — Dedicated 1:1 | Partial — Group, automated, or inconsistent |
| Structured Off-Ramp | Yes — 12-month default | No — Self-directed or absent |
| Conflict-Free | Yes — No Rx revenue | Partial — Incentives often misaligned |
| GLP-1 Cost | Yes — A fraction of typical cost | No — Full retail pricing |
Engagement-Based Access
ConcordeConcorde: Yes — Tied to habit mastery
OthersOthers: No — No link between behavior and access
Cost Control
ConcordeConcorde: Yes — Subsidy tied to behavior
OthersOthers: No — Cost decoupled from engagement
Human Coaching
ConcordeConcorde: Yes — Dedicated 1:1
OthersOthers: Partial — Group, automated, or inconsistent
Structured Off-Ramp
ConcordeConcorde: Yes — 12-month default
OthersOthers: No — Self-directed or absent
Conflict-Free
ConcordeConcorde: Yes — No Rx revenue
OthersOthers: Partial — Incentives often misaligned
GLP-1 Cost
ConcordeConcorde: Yes — A fraction of typical cost
OthersOthers: No — Full retail pricing
Illustrative comparison of the current GLP-1 benefit landscape.
The Numbers
Same drug price. Half the cost.
What a GLP-1 benefit costs an employer — with and without Concorde.
A self-insured employer
Based on real data
Without Concorde
Status-quo GLP-1 spend
With Concorde
Concorde structure
Based on a real Concorde client engagement · figures de-identified · ~2,000 lives · 10% GLP-1 utilization · 12-month projection.
For a self-insured employer, a GLP-1 benefit costs $1,199,954 per year without Concorde and $664,199 with Concorde's structure — 45% lower, saving $535,755 per year.
Pick Your Path
Find your path
For Employers
See how Concorde cuts your GLP-1 spend — with a governance model the traditional benefits stack can't replicate.
Explore employer solutionsFor Partners
Your clients are asking. Now you have an answer.
Become a partnerFor Coaches
Deliver behavioral health work that actually moves the number. Join the Concorde coach network.
Join the coach network