You've launched giving programs before. You've also watched participation settle at the same loyal few. Programs stall when nobody has the hours to keep them moving and in front of people. GozAround pairs the platform with an operating team that carries that recurring work, so the program keeps running long after the launch email goes out.
The launch email gets a spike, then participation settles at the same loyal few, and most employees never find out the match exists. The program is technically live and effectively invisible.
You launched the program. The CEO sent an email. After that, line managers have no easy way to invite their teams or talk about it in 1:1s.
You believe the program helps culture. You can't prove it. The engagement survey doesn't ask the right question, and nobody surfaces the right giving data.
Candidates ask about CSR. You point them at a corporate sustainability PDF from 2024. There's no live, public, recent proof your program is real.
Every donation creates a warm, share-worthy story. Employees feel something. They tell their network. They come back next month. The reactivation loop is built into the product.
Learn moreLine managers see aggregate team participation (never individual donation amounts). They get template messages for 1:1s, all-hands, and team-channel posts. Privacy-first by design.
Learn moreBuilt-in campaign templates: disaster relief, year-end giving, employee of the month, cause of the quarter. Launch in 90 seconds with a fresh hook every month.
Learn moreA branded public URL recruiters can send to candidates. Live updates. Real impact. Employee-controlled visibility. Bragging rights without the slideware.
Learn moreParticipation holds when the program backs causes your people already care about, rather than asking them to care about a corporate shortlist.
Any IRS 501(c)(3) or CRA registered charity, whatever they already support. Gave somewhere on their own? A photographed receipt puts it in the program and queues the match.
Giving credits your people direct themselves, support budgets for the causes they bring, Dollars for Doers on hours they log, and volunteer time off with a balance they can see.
Nothing an employee or a line manager opens ranks one person against another. Managers get team totals, never individual amounts. The privacy stance is a deliberate position, not an unbuilt feature.
Each employee also gets an annual recap of their own giving and hours, plus a summary they can download. The record belongs to them, which is part of why they come back to it.
Program goes live. First Impact Stories ship to employees. Managers get their activation pack. CEO email goes out, but this time it is not the only thing carrying the program.
Monthly cause campaigns. Disaster relief launched in 90 seconds when news broke. Engagement metrics in the dashboard. The program is now a habit, not an event.
The public impact page goes into recruiter pitches, and the program starts showing up in how candidates and employees talk about the company.