1. Run the calculator
Drop your headcount + country into calculator.html. Bring the screenshot to the call. We'll skip 15 minutes of context-setting if you've done this.
Read this before we speak
In 8 minutes, you'll know exactly whether Nawrass fits your HR strategy
No slides. No demo. No pitch. Just the four decisions you'll make on our call together — the same four every other HR director runs through, with the same answers we walk them through. Save us both time. Read this. Then we talk.
10+ yrs · since 2015
4 reference clients · Al Omrane · Addoha · LafargeHolcim · Redal
1:8 ratio · certified
Kingdom of Morocco · authorised
By the end of this page you'll know the 4 decisions, the price ranges, the guarantee structure, and the €500 first-cohort credit we extend to HR directors who decide on the call.
The framing your CFO will buy
A Nawrass cohort is basically free.
Here's the maths your CFO will accept. For a single Standard 200-child cohort at €1,200/child — total invoice €240,000:
- French employer-side CESU + CIF tax savings (assuming 50% employer-funded, full cap exempt): −€120,000 approx.
- Avoided cost of 1 working-parent quit over school-holiday childcare (recruitment + ramp + lost productivity, mid-career professional in EU = −€75,000 typical).
- One additional working-parent retained because of the perk = additional −€75,000 avoided cost.
Net cost to your P&L over 24 months: somewhere between −€30,000 (you save money) and +€90,000 depending on how much retention shifts. The downside case is roughly 0.04% of payroll for a 500-employee firm. The upside case is positive cash.
This isn't theoretical. Two of our four reference clients have run the numbers internally and accepted the framing. We'll walk through your specific company's maths on the call — the ROI calculator at calculator.html gives you a starter view.
What we'll decide on the call
The 4 decisions, in order
Come to the call with provisional answers to all four. We'll lock in the right ones together.
-
1.
Which tier — Pilot, Standard, Premium, or Membership?
Pilot (5–24 children) if you want to validate the model before scale. Standard (5–199) if you have a clear single-cohort use case. Premium (+€450/child) if leadership-team children are involved or you need the photo essay. Membership (4 cohorts/year, 5% off, 3-year price lock) if childcare is a strategic year-round HR pillar. Most companies start Standard, then move to Membership in year 2.
-
2.
Which cohort — Spring, Summer, Autumn, or Winter 2026/27?
Each season has 8 corporate slots. Live counts are on the homepage and employers page. Have your company's own holiday calendar ready — we'll match.
-
3.
Which tax structure — CESU-funded, employer direct, or hybrid?
For French payroll: 50/50 split is the common starting point and triggers the maximum tax exemption per employee. For DE: Kinderbetreuungskosten + §3 Nr. 33 EStG. For other jurisdictions: we'll route through your corporate well-being budget or EAP. Bring your CFO or finance partner to the call if you want this signed off live.
-
4.
Are you the budget owner, or does this need escalation?
Be direct. If your CHRO, COO or CFO needs to approve, please bring them to the call OR be ready with a 30-minute decision window after the call to escalate. We don't need a decision on day one. We need a decision by week two — otherwise the cohort slot rolls to the next eligible firm.
Price ranges, no surprises
What you'll pay — per child, per cohort
We tell you these now so you don't waste time on the call wondering. There's nothing hidden.
Pilot
€1,400
5–24 children
Standard
€1,200
5–199 children
Premium
€1,650
+€450 upgrade
Membership
€1,140
/cohort, 4 cohorts/yr
Volume tier (200–250 children single cohort): −10% to €1,080. Custom (250+): bespoke quote, NET 60. Programme-Only stripped tier (no bonus stack): €960/child — ask on the call if budget is the constraint.
On-call decision credit
€500 off your first cohort if you decide on the call.
Same to me, same to you — we don't run multi-call sales cycles, we don't do RFPs, and we don't do "let me think about it for a month" follow-ups. If we're a fit, we sign. If we're not, we shake hands and you keep the audit + the calculator + the email pack we've already given you for free.
If your boss needs to sign and they're not on the call: book the call WITH them, OR book a 30-minute window directly after the call so you can step out, escalate, and come back. The credit applies if the contract is signed within 24h of our call.
Before we speak
How to prepare in 4 minutes
2. Take the audit
10 questions, 4 minutes. audit.html. The PDF report shows where your current parental-benefits stack is leaking budget. We'll reference it on the call.
3. Estimate parent-employee headcount
A rough number is fine. We're trying to size the cohort, not validate it to two decimal places. Anywhere from "no idea, maybe 30%" to "we tracked it last quarter, 18%" works.
4. Bring whoever signs
If it's not just you, bring them. Or pre-clear a 30-min escalation window after the call. We'd rather one 45-min call with the decision-maker than three 15-min calls without them.
If you don't have a call booked yet
Book one now — 15 minutes — we close on the call or we don't
Book the 15-min HR Discovery Call →Or email partnership@nawrass-asso.com with your specific questions if a call doesn't work yet.