Companies that use Hinge Health

Source: Analysis of 100 job postings that mention Hinge Health

I noticed that Hinge Health is primarily purchased by HR and Benefits leaders, with Benefits Managers, Directors of Compensation & Benefits, and Benefits Analysts representing the key decision-makers. These buyers are focused on reducing healthcare costs while improving employee wellness outcomes. The purchasing organizations span diverse industries from healthcare systems to manufacturing to retail, all seeking to provide comprehensive benefit packages that support employee physical health and reduce absenteeism.

From a usage perspective, Hinge Health serves as an employee benefit that all staff can access directly. The postings consistently describe it as a wellness benefit alongside other perks like mental health services and fertility support. Employees use Hinge Health for digital physical therapy and musculoskeletal care, with one posting specifically mentioning it provides customized online workouts and digital physical therapy programs through enrollment in medical plans.

The key pain point I see across these postings is controlling healthcare costs while attracting and retaining talent. Multiple organizations describe Hinge Health as part of their strategy to provide competitive benefits packages. One employer promotes their comprehensive benefits to help recruit talent, while another highlights how they are investing in employees through enhanced wellness offerings. The recurring theme is that employers want to demonstrate they put employees first while managing the financial burden of traditional healthcare delivery.

Source: Analysis of Linkedin bios of 1,015 companies that use Hinge Health

I noticed that Hinge Health's customers span a remarkably diverse range of industries, but they share a common thread: these are companies with substantial workforces doing physical work or managing large distributed teams. I see manufacturers like Silgan Plastics and Drake Enterprises, logistics companies like AIT Worldwide, construction firms like FCL Builders, healthcare providers like Presbyterian Homes & Services, and retailers like Red Robin. What unites them is that they employ people whose bodies are central to their work, whether that's assembly line workers, warehouse staff, construction crews, or healthcare providers on their feet all day.

These are established, mature enterprises. I see consistent signals: employee counts in the hundreds to thousands, operations spanning multiple locations or states, and histories stretching back decades (many founded in the 1940s-1970s). Very few show venture funding, and when they do, it's typically private equity or post-IPO stages. These aren't startups experimenting with benefits. They're stable organizations with the infrastructure and long-term thinking to invest in workforce health programs.

Source: Analysis of tech stacks from 1,015 companies that use Hinge Health

I noticed that Hinge Health users are overwhelmingly large, mature enterprises with sophisticated compliance and human resources operations. The presence of Workday, Workday Recruiting, and Qualtrics together tells me these are companies with thousands of employees who have invested heavily in enterprise-grade HR infrastructure. They're not startups experimenting with point solutions. They're established organizations that need industrial-strength systems to manage their workforce at scale.

The pairing of Proofpoint Security Training and Navex One is particularly revealing. These aren't nice-to-have tools. They're compliance and risk management platforms that companies use when they face serious regulatory requirements or operate in heavily regulated industries like healthcare, financial services, or manufacturing. When I see Auditboard in the mix too, which handles audit management and SOX compliance, it confirms these companies have formal governance programs and likely answer to boards of directors who care deeply about risk mitigation. This makes perfect sense for Hinge Health, a digital musculoskeletal care platform, because these same compliance-focused companies would want clinical validation and proper due diligence before rolling out a health benefit.

The full stack reveals companies that are definitely not product-led or scrappy. These are HR-led buyers operating in mature, process-driven environments. They make purchasing decisions through formal evaluation processes, probably involving benefits teams, legal review, and executive sign-off. They have the budget for premium solutions and they prioritize vendor stability over cutting-edge features.