Twenty minutes to see every milestone your team will miss this year.
We'll show you exactly where your recognition programme has gaps — the anniversaries, the milestones, the moments coming up with no plan behind them. No pitch. No deck. Just the truth about where you are right now and what changes when nothing gets missed.
You already know recognition matters. You're not sure what to do about it.
Every People leader we talk to says the same thing: "We know we need to do this better. We just haven't found the right solution." You've evaluated platforms. Some were too complicated to configure. Some required 40 hours of change management just to get managers to log in. Some worked in the UK but fell apart in your Singapore and Dubai offices. None of them ran themselves.
You don't have time for another platform evaluation that ends in a pilot nobody uses. You need to know in 20 minutes whether this is worth your time — and if it is, you need to see exactly how it works for a team with your structure, your countries, your gaps.
According to Gartner, HR leaders who implement structured recognition programmes see 45% higher employee performance ratings within 12 months. The question isn't whether recognition matters. It's whether your current approach is actually delivering that impact — and how quickly you can close the gap between where you are and where that data says you could be.
The recognition technology buying process has changed significantly. Gartner research on HR tech purchasing shows that the average B2B HR software decision now involves 6-8 stakeholders and takes 6-9 months from initial awareness to signed contract. Most of that time is spent on internal alignment, budget justification, and risk assessment — not on evaluating the vendor. The discovery call is designed to compress the vendor evaluation component to 20 minutes so your remaining decision-making time is spent where it actually matters: internal alignment and getting the budget approved.
We have structured the call to answer the three questions that People leaders tell us matter most: does this work for a team like ours (our countries, our size, our current gaps)? What does it actually cost? And what is our risk if it doesn't deliver? SHRM research consistently shows that the companies that move fastest on recognition improvements are those who had a clear picture of their current gaps — which is exactly what the first 5 minutes of the discovery call is designed to create.
The most common feedback we receive from People leaders after the discovery call is that they came in expecting a pitch and left with a clearer picture of their own recognition programme than they had when they arrived. That clarity has value independent of whether they go on to work with us. Harvard Business Review research on People strategy shows that HR leaders who regularly audit their recognition approach against measurable benchmarks run programmes that are significantly more effective than those who evaluate by gut feel alone. The discovery call is a 20-minute version of that audit — applied to your specific team, your specific gaps, your specific next steps.
What happens in the 20 minutes
Three things you'll have at the end of the call — and you won't need to prepare anything.
We map your recognition gaps together
Where are milestones being missed right now? Which managers have no system? What percentage of your team has gone 90+ days without any recognition at all? We help you see the current state clearly and specifically — usually in the first 5 minutes of the call.
We show you the programme for your team specifically
Not a generic demo. A walkthrough of what the Mojo Moment Programme looks like for your team size, countries, and current process. You'll see the Occasions Engine, the Culture Dashboard, and what a recipient experiences when a Mojo Gift arrives — all in the context of your organisation.
You get a clear answer — with no obligation
At the end of 20 minutes, you know whether this is right for your team. If it is, we talk next steps. If it isn't, we say so — and sometimes point you to something that fits better. We only want clients who are a genuine fit. That policy is why our referral rate is as high as it is.
What People leaders say after the discovery call
Not testimonials. Patterns from 20-minute conversations with HR leaders.
"I didn't realise how many gaps we had."
Most People leaders have a vague sense that recognition could be better. Mapping the specific gaps — upcoming anniversaries with no plan, managers with no system, team members who haven't been recognised in 90+ days — makes it concrete and specific. That clarity usually happens in the first five minutes.
"The receiver choosing everything — I'd never seen that before."
Most HR leaders have never encountered a recognition product where the employee decides everything — no catalogue constraints, no store limitations, solo or with up to 4 people, in 190 countries, with no expiry. That moment usually changes the conversation from evaluation mode to planning mode.
"I expected a sales call. It wasn't."
We use the discovery call to find out whether we're a fit — not to close you. If we're not the right solution for your team size or structure, we say so directly. That honesty is what creates the trust that eventually makes someone a long-term client and a source of referrals.
"The three guarantees removed my last objection."
Same-day first delivery or your first month is free. Concierge Promise on every gift. 90-day satisfaction or a full extra quarter at no cost. By the time we walk through the guarantees, most People leaders are ready to talk implementation rather than continuing to evaluate.
What makes Mojo Gift different from every other corporate gifting platform
Six capabilities no other recognition product can match — built in, not bolted on.
The receiver decides everything
Alone, or with up to 4 people
Any product, delivered to their door
No expiry. Ever.
Price never shown to the recipient
190 countries. The world is the catalogue.
Questions you’re probably asking
What should I prepare before the Mojo Gift discovery call?
Nothing is required. If you have it handy: your rough team size, how many countries your team is based in, and what recognition currently happens in your organisation. Even without any of that, the call works well — we'll map the picture together in the first five minutes using questions we've designed around the most common recognition gaps.
How long does the discovery call actually take?
Twenty minutes. We respect your time and stick to that commitment. If the conversation is going well and you want to go deeper, we'll ask — we won't assume or run over without checking. Most calls end in 20 minutes with a clear picture and a clear next step for both sides.
What happens if I'm not ready to move forward after the call?
Nothing. No follow-up pressure, no drip campaign, no 'just checking in' emails three weeks later. We'll send you a summary of what we discussed and leave the door open. We only re-engage when you reach out. That policy is why our referral rate is as high as it is.
Can I see the programme before booking a discovery call?
Yes — and many People leaders do exactly that. The programme overview page covers all eight components in detail. Most people who book a call have already read through the programme and want to see specifically how it applies to their team structure, countries, and current recognition gaps. Both paths lead to the same 20-minute conversation.
Who should attend the discovery call from our side?
Whoever owns recognition in your organisation. That might be the CPO, Head of People, Head of HR, or an HR Business Partner. If your Finance team or a specific budget holder needs to be involved in the decision, bring them — we can answer procurement and compliance questions in the same 20 minutes. We do not require a specific seniority level. We do need someone who knows your current recognition gaps well enough to have a useful conversation about them.
Can I see a live demo of the recipient experience during the call?
Yes. We walk through exactly what your employee sees when a Mojo Gift credit arrives — the personal delivery, the credit page, the experience selection process, and the concierge booking or product request flow. You will see the full recipient journey in under 5 minutes, including what it looks like when someone chooses to share their experience with a partner or friends. Most People leaders say that five minutes changes how they think about recognition entirely.
Twenty minutes. Zero commitment. A clear answer.
You'll leave knowing exactly where your recognition programme has gaps — and whether Mojo Gift is the right way to close them.
Book Your 20-Minute Call