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HR · head to head

Spring Health vs TINYpulse

Spring Health logo

Spring Health

HR

Employer mental health benefit that puts a share of its own fee at risk against measured symptom improvement

From
On request
Rated
-
Full reviewWebsite
TINYpulse logo

TINYpulse

HR

The employee voice platform

From
$5/month
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Spring Health per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.; TINYpulse no pricing published on the platform's marketing website
  • They diverge on capability: Spring Health covers Precision matching, TINYpulse covers Pulse surveys.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Spring Health and TINYpulse actually diverge.

Attributes where Spring Health and TINYpulse differ
AttributeSpring HealthTINYpulse
Starting priceOn request$5/month
Pricing modelquotesubscription
PlatformsWeb, iOS, AndroidWeb, Ios, Android, Api
FoundedUnknown2012

Identical on both: free tier (No), user rating (Not yet rated), category (HR).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in Spring Health

  • Precision matching
  • Sponsored session model
  • Psychiatry and medication management
  • Coaching tier
  • Repeated outcome measurement
  • Outcomes-based fee
  • Manager and workforce reporting
  • Care navigation

Only in TINYpulse

  • Pulse surveys
  • Anonymous suggestions
  • Cheers peer recognition
  • eNPS tracking
  • Virtual suggestions box
  • Manager insights
  • Custom surveys
  • Trend analysis

What people use each for

The jobs each tool is most often brought in to do.

Spring Health

  • An employer replacing an EAP with two percent utilisation that cannot demonstrate any clinical effect to its boardnot TINYpulse
  • A benefits team facing long external waiting lists for therapy that are showing up in absence and disability claimsnot TINYpulse
  • A distributed workforce where the incumbent EAP provider network is thin outside major metropolitan areasnot TINYpulse
  • A health plan wanting to add a behavioural health layer without building a provider network itselfnot TINYpulse

TINYpulse

  • Employee engagement and feedback collectionnot Spring Health
  • Organizational pulse surveysnot Spring Health
  • Wellness program managementnot Spring Health
  • Corporate culture assessmentnot Spring Health

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

Spring Health

  • Per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • Outcomes-based pricing only puts a portion of the fee at risk, and the measured cohort is people who engaged, which flatters the reported improvement relative to any effect across the whole workforce.
  • Sponsored sessions run out, and members who need longer treatment are handed to their health plan benefit where network adequacy and cost sharing may be exactly the problem they came to avoid.
  • The eligibility file integration is a real HR IT project, and employers with messy dependent and contractor data spend meaningful effort before launch.
  • Coverage and provider depth outside the United States is thinner than the domestic network, so multinational employers usually end up running a second vendor for other regions.

TINYpulse

  • No pricing published on the platform's marketing website
  • Requires demo request and direct sales consultation
  • Now integrated into WebMD Health Services as an engagement solution
  • Pricing model not transparent to prospective customers

Pricing, plan by plan

Spring Health

On request
  • Spring Health employer programme$undefined/year
    • Per employee per month, invoiced to the employer, with an eligibility file feed
    • Portion of fee available at risk against measured symptom outcomes
    • Sponsored session count negotiated per contract

TINYpulse

$5/month
  • Engage$5/month
    • Weekly pulse surveys
    • Anonymous feedback
    • Cheers recognition
  • Perform$7/month
    • Everything in Engage
    • Performance reviews
    • Goal tracking

Which should you pick?

Choose Spring Health if

  • You need precision matching.
  • You work on Web, iOS, Android.
  • You also want sponsored session model.
Spring Health review

Choose TINYpulse if

  • You need pulse surveys.
  • You work on Web, Ios, Android, Api.
  • You also want anonymous suggestions.
TINYpulse review

Questions people ask

Is Spring Health or TINYpulse better?
Neither clearly leads. Spring Health starts at On request and TINYpulse at $5/month, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Spring Health or TINYpulse?
Spring Health starts at On request and TINYpulse at $5/month.
Does Spring Health or TINYpulse run on more platforms?
Spring Health runs on Web, iOS, Android. TINYpulse runs on Web, Ios, Android, Api.
What is Spring Health best used for?
Spring Health is most often used for an employer replacing an eap with two percent utilisation that cannot demonstrate any clinical effect to its board, a benefits team facing long external waiting lists for therapy that are showing up in absence and disability claims, a distributed workforce where the incumbent eap provider network is thin outside major metropolitan areas, a health plan wanting to add a behavioural health layer without building a provider network itself. Of those, an employer replacing an eap with two percent utilisation that cannot demonstrate any clinical effect to its board and a benefits team facing long external waiting lists for therapy that are showing up in absence and disability claims are not what TINYpulse is typically brought in for.
What can Spring Health do that TINYpulse cannot?
Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier. TINYpulse covers Pulse surveys, Anonymous suggestions, Cheers peer recognition, eNPS tracking.

Answered from the vendors’ own pages

Spring Health: How is it priced?

Per employee per month, billed to the employer, with a portion available at risk against measured outcomes. Rates are not published; public statements from the company suggest roughly one hundred to one hundred and fifty dollars per employee per year.

TINYpulse: How much does TinyPulse cost?

TinyPulse does not publish pricing on its website. Costs are determined through custom quotes based on organization size and feature requirements. Interested customers must schedule a demo with the platform specialist to receive pricing.

Source
Spring Health: Who pays, the employer or the health plan?

Usually the employer, for the sponsored session block. After those sessions the member typically continues under their health plan benefit with normal cost sharing.

TINYpulse: Is there a free trial for TinyPulse?

No free trial information is available on the marketing pages. Customers interested in evaluating the product must request a demo directly from the sales team.

Source
Spring Health: What does outcomes-based pricing actually guarantee?

That a defined portion of the vendor fee is contingent on measured change in assessment scores among engaged members. It is not a guarantee of workforce-level improvement.

TINYpulse: Can TinyPulse be used as a standalone product?

TinyPulse is now offered as part of WebMD Health Services' engagement and feedback solutions suite. It is no longer maintained as an independent platform.

Source
Spring Health: Is there a minimum headcount?

Yes in practice. Spring Health sells to mid-market and enterprise employers and health plans; very small employers are not the target and usually cannot get a quote.

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