Remote Work Drives Global Benefits Standardization

Remote work turns family benefits from a local HR perk into shared infrastructure for a globally distributed workforce. A company with employees in Seattle, London, and Bangalore does not want three separate fertility, maternity, and return to work programs with different vendors, rules, and member experiences. Maven fits that need because its marketplace model lets it deliver coaching and telehealth across 175 countries, which has helped it win large multinational employers and scale to 17.5 million covered lives.1 2 5

• Maven is built differently from clinic owners. It uses a network of 1,000 plus providers across 30 plus specialties, so it can add countries without building physical sites. That makes global rollout faster and less capital intensive than Kindbody, which owns clinics, and more flexible than IVF heavy models like Progyny.1 2 3
• The buyer problem is standardization. Employers are expanding fertility coverage to compete for talent, with Fortune 500 adoption rising from 27% in 2020 to 43% in 2023. Once teams are spread across markets, HR wants one contract, one member app, and one reporting layer instead of stitching together country by country programs.1 5 6
• This is why global reach matters commercially. Maven was estimated at $268M ARR in 2024, up 26% YoY, and cited Amazon and AT&T as examples of multinationals buying one platform for women’s and family health across their workforce. That broad platform is also expanding beyond fertility into pediatrics and menopause.1 2

The next step is that family health benefits start to look more like global payroll or identity software, where the winning vendor is the one that works consistently across countries and life stages. If that shift continues, Maven can move from being a fertility point solution to being the default operating layer for multinational family health benefits.1 2 5