The professionals carrying the most responsibility are managing something privately that is costing you more than you can measure. PRC Workforce gives them a structured, confidential route back to full performance — without clinical involvement, without HR flags, and without anyone needing to know.
The people presenting the biggest performance gap are often the ones still delivering at the surface. They are not absent. They are not flagged. They are operating at 70% of their standard and no existing process is designed to reach them.
The visible cost is absence. The real cost is presence without full output. A senior professional operating at 70% capacity for six months costs more than a week of sick leave. It does not appear on any absence report.
High-functioning professionals will not self-refer to an EAP. They will not raise a hand in a group setting. The career risk is too high, the stigma is too visible, and the format is wrong for how they operate.
The compounding effect is rarely seen in one moment. It is in the proposal that went out at 80%. The meeting where they were present but not sharp. The decision reworked the next morning. It stacks invisibly.
Unaddressed performance gaps do not stabilise. They widen. Eventually the person leaves, is managed out, or continues at reduced capacity indefinitely. None of those outcomes is cheaper than early intervention.
Structured, sequential, and entirely private. No calls. No appointments. No clinical involvement. The protocol runs in the background of a working life without disrupting it.
The first 30 days make visible what has never been formally examined. The trigger sequence. The 90 minutes before the default. The real operational cost — cumulative, not dramatic. You cannot change what you have not mapped.
Why does the trigger produce that response? What function is the default serving? What would meet that need without the cost? This is an engineering question, not a moral one. The answer is structural.
Replaces the automatic response with a deliberate one. Builds the operating system that runs without effort, without willpower, and without the programme. The new default becomes autonomous. Performance is restored.
The programme reaches your people through three private channels — none of which touch your organisation's infrastructure.
PRC Workforce is delivered through three private channels. None of them touch your organisation's infrastructure. There is no software to install, no IT involvement, and no data that passes through your systems.
Daily protocol content delivered to a personal email address registered by the participant. No work email involved at any stage. Content is structured, sequential, and self-contained.
Structured SMS prompts at critical protocol intervals. Brief, specific, and operational. No clinical language. No group contact. One participant, one thread.
End-to-end encrypted. No data stored on third-party servers. Used for milestone check-ins and protocol adjustments where needed. Chosen specifically because it does not retain message history.
The privacy architecture is not a feature. It is the reason the protocol works. Professionals in this position will only engage if disclosure is structurally impossible — not just promised.
Your organisation purchases seats. Each seat is assigned a number. No name is ever attached to a seat at any point. The reporting you receive shows seats occupied, seats active, and aggregate completion data. Nothing else.
PRC Workforce is procured as a performance investment, not a clinical referral. HR is involved in the purchase decision. HR is not involved in any individual's participation. The two are structurally separated.
Individual response data, progress data, and worksheet content is held by the PRC system only. It is never shared with the employer, never made available to HR, and never referenced in any workplace communication.
Participants are not assigned a diagnosis, a category, or a clinical identity. They are running a 90-day operational protocol. That is the only descriptor that applies — and it carries no stigma inside or outside the organisation.
"PRC was not built from a market gap analysis. It was built because I needed it — and nothing like it existed."
I was running a business at the time. Investors, clients, colleagues — people whose opinion of me was directly connected to outcomes. The idea of anyone knowing what I was privately managing was not something I could afford. Not even a hint of it.
I kept performing. Right up until the point where the cost became impossible to ignore. The deals that didn't close. The proposals that went out at 80%. The weeks I was doing six days' work in five and still falling behind. Stuff was being dropped, forgotten, ignored. I didn't see it at the time. I can see it clearly now.
What I needed was something private, mechanical, and structured. Something that did not require me to adopt a label or explain myself to anyone inside my professional world. Something that treated me as an intelligent adult who had developed an expensive default under sustained pressure — and gave me a structured way to change it.
Nothing like that existed. So I built it. PRC Workforce is that system — built by someone who has been exactly where your people are, and who understands the mechanism well enough to change it without requiring disclosure, clinical involvement, or career risk.
You do not need to calculate the cost of PRC Workforce. You need to calculate the cost of the gap that already exists — and compare it to the investment required to close it.
A senior professional on a £70,000 salary operating at 70% capacity for six months represents approximately £10,500 in lost output. At 80% capacity for a full year, the figure doubles. Neither appears on any absence report.
CIPD research places the average cost of replacing a senior employee at 100–150% of annual salary when recruitment, onboarding, and performance ramp are included. PRC Workforce costs a fraction of a single replacement.
Senior professionals are paid for the quality of their decisions. A pattern of impaired decision-making — proposals at 80%, reworked outputs, missed signals — compounds in ways that do not show on any dashboard. They show in results.
One recovered senior professional pays for an entire pilot programme. The arbitrage is not subtle. The question is not whether the investment makes sense — it is whether the gap is already costing more than you are measuring.
These are the questions that come up in every initial conversation. Answered directly.
All tiers include the full 90-day protocol delivered to each seat. Pricing is per cohort, not per head. The only difference between tiers is the level of reporting and strategic engagement.
All tiers procured as a performance investment · No clinical classification · Secure payment via Stripe · Seats activated within 48 hours of procurement
An initial enquiry carries no obligation and no clinical classification. You are making a procurement enquiry about a performance protocol. That is it.
Jon Cull will respond personally within one working day. You will receive a strategic brief outlining the protocol, the privacy architecture, and the financial case relevant to your organisation's size and sector.
Prefer to speak directly? Book a 30-minute call →
PRC Workforce is the only structured protocol built specifically for professionals who will not self-identify through conventional routes. The format is the fix. Request a brief and see the full financial case for your organisation.
Request a Strategic Brief Book a Call With JonPRC Workforce is a structured 90-day protocol delivered by daily email. It is not a medical treatment, clinical programme, or substitute for occupational health provision. It does not replace your organisation's duty of care obligations. It is designed as a performance intervention for professionals who are still functioning and wish to address a default coping response privately, without clinical classification or workplace disclosure. Individual results may vary.