Feature: Flex Credits
Fund the right support without custom-managing every case.
Flex Credits are employer-funded support dollars: HR sets a budget by cohort, and employees spend it on approved courses (from partners like Coursera and DeepLearning.AI), coaching, wellness, and services from a 130+ option marketplace — without turning every participant into a manual exception.
How it works
From integration to outcome
Set Budgets by Cohort
Assign support value by program, region, role group, or participant cohort.
Approve the Service Mix
Curate the coaching, learning, wellness, and specialist services employees can use.
Track Usage Safely
See allocation and spend trends without supervising each participant's private choices.
Fund support without funding a bureaucracy.
Structured credit allocation that balances employer oversight with participant choice.
The Problem
A fixed outplacement package treats every transition like the same job.
Participants enter transition with different goals, skills gaps, budgets, and barriers. A single package can overspend on unused support while leaving the person who needs specialized help without a clear path to get it.
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The Solution
Flex Credits turns support funding into a governed choice model.
HR defines budgets, eligibility, and approved service categories. Employees use available credits on the support that fits their situation. Employers see allocation and usage patterns, not private purchase details.
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Cohort-Level Allocation
Tune budgets by program need instead of buying the same package for everyone.
Relevant Participant Choice
Let employees choose approved help that matches their role, goals, and search stage.
Spend Visibility
Keep budget conversations grounded in allocation and usage data, not anecdotes.
“I used my Flex Credits on a Codecademy Pro bootcamp and a professional headshot. Eight weeks later I had a junior developer role. I didn't expect a layoff to be the thing that let me change careers.”
Wei Chen, Transitioning Employee, Previously at Northstar Telecom
FAQ
How Flex Credits work, in plain terms.
Flex Credits are employer-funded dollars employees spend inside the Ture Marketplace on approved services — courses, coaching, wellness, assessments. Unlike a stipend, spend is governed by program rules, tracked at the program level, and never requires reimbursement paperwork.
Yes. Credit balances are configured per cohort and can be tiered by role level, region, or program phase. You can also add credits mid-program for participants who need additional support.
Unused credits revert to the employer program budget. You can reallocate them to new cohorts or extend the redemption window for participants still in active transition.
Yes. The Marketplace shows eligible services, descriptions, and credit costs before anyone commits. Ture AI also recommends services based on the participant's skills gaps and goals.
No. HR sees aggregate spend by category (coaching, learning, wellness) at the program level. Individual purchases are private — part of the bifurcated privacy model that keeps employee choices separate from employer reporting.
Stop custom-managing every participant's support budget.
Give employees access to the support they actually need while keeping a clearer structure for allocation and oversight.
