Position open for four months. Did the best candidate already sign with your competitor?
English as a benefit helps increase the value of your offer. Our clients report a 35% reduction in time-to-hire.
top talent with English as a benefit for pennies a day.
Stand out with a benefit that truly makes a difference. Your employees already spend R$300/month out of their own pocket — your company can deliver that same value for a fraction of the cost.
BUSINESSES THAT STAND OUT WITH US
You're losing your best talent to benefits that everyone already offers.
Your employees will invest in their own growth.
With you, or in spite of you?
Corporate benefitsfall into three layers...
The first two are already standard — they've become a commodity.
Layer 3 is where the real differentiator lies, and where the war for talent is won.
Legal obligation
Travel allowances, meal vouchers, and the basics required by law. Everyone has them. Nobody chooses your business because of them.
Standard package
Wellhub, day off, telemedicine. It was a differentiator once — it isn't anymore.
Layer 3
Real differentiator
The benefit employees already pay for themselves, that few businesses offer, and that costs the company only a fraction of the price employees would pay on their own.
This is where Fluencypass stands out as the best alternative.stands out as the best alternative.
They already pay
R$ 35 Billionis the size of the English-learning market in Brazil. Who pays for it? Your employees — every month, out of their own pocket.
Perceived value
R$ 300/monthis what an English course costs on average. A value your employees already recognise and are willing to pay.
Real cost
Pennies/dayis what your company invests to deliver that R$300 in value. An intelligent financial arbitrage.
The complete fluency cyclecomplete fluency cycle at your disposal.
Activate only what makes sense for your business today.
Employees keep the door open to go further whenever they're ready.
See how it works
1
Company builds the plan
You choose whether to offer English as a benefit for everyone, then decide whether some employees should have a better plan — and we take care of the rest.
2
Employee joins and personalises
Each person gets access to what the company has contracted. Those who want to can individually upgrade and also extend the benefit to dependants.
3
HR tracks in real time
Enrolment, progress, and engagement in the dashboard — ready for your next board meeting.
Best value on the market
Starting fromPennies/dayper employee
Real progress, proven through the CEFR method.
An international standard recognised by universities, governments, and multinationals worldwide.
A1A2B1B2C1C2
BeginnerIntermediateAdvanced
75%
advance ≥1 level in 3 months
8 months
to B2 — vs. 18m market average
11 levels
with CEFR certification
Certified by level
A CEFR certificate at every level reached. It reinforces the sense of progress for employees and documents results for leadership.
Global standard
CEFR is the reference in universities, governments, and multinationals. Not an invented methodology.
People analytics
Dashboard with enrolment, progress by employee, and level distribution. Ready for your next board meeting.
Auditable ROI for the board
External metrics your CFO can defend in committee. No faith-based narratives.
Why HR loves it!
Anyone who has rolled out a new benefit knows how much effort it takes. None of that here.
Unified management dashboard
Enrolment, progress, and engagement all in one place. Ready for your next leadership meeting.
Single invoice
One monthly charge for the entire business. No dealing with each employee individually.
Supported onboarding
Our team takes care of engaging your employees. You're never left on your own.
Flexible scale
Add or remove licences as headcount changes. Zero friction.
Automatic onboarding
The platform activates employees directly. No training, no manual.
Dedicated support
A dedicated Account Manager for HR. For when you need to resolve something quickly.
Those who offer it see results.
Real stories from businesses that have already invested in development as a benefit.
- G4G4 Educação
We added Fluencypass as a benefit at G4 Educação first because of the technology and the breadth of content it offers with the complete learning journey. On top of that, in the world of English schools, it's the one you buy owner-to-owner. It has the care and the owner's eye, the same culture and the same mindset that we champion here.
Alfredo SoaresCo-founder of G4 Educação - GFGrupo Forza
The employee is the central piece of the business; if you want to grow, you have to look after the people who help you grow. Fluencypass brings a democratic model that business owners today can introduce in a far more accessible way. It is fundamental for professional growth, personal growth, and for our business.
Robson VarelaGrupo Forza and Grupo Atlanta - BBBöllhoff Brasil
We were looking for autonomy and flexibility for our employees, and the Fluencypass platform delivered precisely that with short, dynamic lessons. Not to mention that management became much simpler: we centralised assessments and billing in one place, without the chaos of multiple invoices and reimbursements from different schools. It makes our daily life so much easier.
Cristiane NogueiraHR Consultant - CNCNP People Solutions
My culture preaches that growth hurts, and to grow you have to be in motion and developing 100% of the time. My role as a leader and CEO is to help the team with that. English is not optional — it's essential — and Fluencypass was received incredibly well: they loved it! Because we work with people, we know how much language skills are a differentiator.
Marcela ZaidemCEO of CNP People Solutions - CLChinalink
I looked into private tutors and traditional schools, but they are difficult to operationalise and expensive. With Fluencypass, the value for money is very good. If you give someone a R$30.00 pay rise, nothing really changes. But when you give them an English course, the employee feels you are investing in them. It helps retain staff and helps them develop. I couldn't find a single drawback.
Lincoln FracariFounder and CEO of Chinalink - CGCasa da Gráfica
We have an ambitious goal to grow between 80% and 100% by 2026, and we are already taking a series of actions to sustain that project. One of them is introducing benefits with high perceived value. English as a benefit was brought in precisely to differentiate us in attracting and retaining talent. It is an incredible differentiator, with a very affordable cost for the company and real value delivered to the employee.
Rafael RodriguesFounder and CEO of Casa da Gráfica - OTOrange Testing
We launched a challenge within the company: whoever stands out the most in English this year wins a fully company-funded study abroad trip. The team is absolutely loving it! They compete with each other in a healthy way, follow the rankings, and want to know who is at the top to secure the trip. Fluencypass gave us the perfect structure to build this culture of growth.
Sarah CalegaroOrange Testing - RPReply
We are a multinational with strategic roles where people need to communicate. Before Fluencypass, our benefits model was decentralised; each employee used a different methodology, which made it very difficult to measure the effectiveness of lessons and generated an enormous amount of work for my HR team. With Fluencypass, we managed to centralise everything and have a clear assessment, ensuring ease and efficiency in management.
Fabiano MacielCountry Manager at Reply
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