035 Shield Program
Get your NOM-035 file audit-ready in 30 days and put turnover under control — with bilingual surveys, AI that tells you what to do, and reports that hold up in front of Finance and your US headquarters. No expensive consultancy, no becoming an expert in the norm, no extra work for HR.
Or start with a courtesy psychosocial diagnostic — one pulse, interpreted by AI, at no cost.
“Let them knock on the door any day”
The people who buy this program describe the same thing: that the STPS can show up on any given day and the file is ready. No fines, no scrambling, no stoppage. That their people are engaged at the plant and at the corporate office, that they stop leaving without notice, and that HR can prove to Finance and to headquarters, with numbers, that it is protecting the business. All of it without becoming an expert in the norm and without hiring a consultancy at consultancy prices.
The eleven things this solves
| What is in your way | What the program does |
|---|---|
| You are not sure you comply, you have no file, and an inspection would find that out | Always-Ready 035 File. Official 72-item instrument, one-click STPS evidence report, traceable, refreshed every cycle |
| You do not know why people are leaving | Attrition Radar by team. AI scores turnover risk per team, never per person, names the drivers behind the score, and emails you when a team crosses into the high band |
| The plant will not answer a survey in English; headquarters will not read a report in Spanish | Bilingual by birth. Official questionnaire in Spanish for the plant, reporting in English for the HQ — the same evidence PDF is also available in Spanish, one click away, for your local safety commission |
| US tools do not do NOM-035; local consultancies do not do engagement | One vendor, two borders. Engagement plus psychosocial compliance in one platform |
| Consultancies are slow and expensive, and setup time is time you do not have | Live in 10 minutes. Self-serve platform plus white-glove onboarding, no six-month project |
| Sensitive data. Is it really anonymous? | Hard anonymity, k=5. Aggregates only, never individual responses, and the threshold cannot be lowered by any administrator |
| You have to justify the spend to Finance and to the HQ | Report for Finance and HQ. One page: the cost of turnover, the exposure of one inspection, and what the programme costs against both — with every assumption printed next to the result |
| Loading and segmenting employees is tedious | A CSV that sorts itself. Upload once and it creates departments, categories and divisions |
| Most operators have no corporate email, and getting people to answer is the hard part | Survey where they work. Email and printable QR cards today — one per person, handed out at shift change — plus automatic reminders. WhatsApp and SMS (roadmap) |
| Interpreting results and knowing what to do with them | Insight to action. AI proposes the plan with an owner, a date and a status, and follows up |
| Survey fatigue | Anti-fatigue. Sub-two-minute pulses with intelligent question rotation |
Items marked roadmap are not live yet. They are on the build plan and they are not billed as present capability.
The value stack
| Component | What it solves | Value |
|---|---|---|
| Bilingual platform, 1 year | Engagement, NOM-035 and ISO 45003 in one place | $24,000 |
| Always-Ready 035 File | Shielded against an STPS inspection | $18,000 |
| AI engine: insights and action plan | From data to action, with follow-up | $15,000 |
| Attrition Radar by team, with alerts | Turnover under control, in time | $9,000 |
| Hard anonymity, k=5 | Real participation and legal confidence | $6,000 |
| Bilingual white-glove onboarding | Frictionless start, CSV auto-segmented | $7,500 |
| Survey where they work — QR cards live, WhatsApp and SMS (roadmap) | Reaches the plant floor without email | $6,000 |
| HRIS sync | Data current without manual work | $4,500 |
| Report for Finance and HQ | Justifies the spend and reads well upstairs | $4,500 |
| Core program value | $94,500 | |
Six bonuses
| Bonus | Value |
|---|---|
| 035 Shield Kit — psychosocial risk policy, diffusion acta and floor-ready communication material, in Spanish, mapped to numerales 5.1 and 5.7 of the norm | $6,500 |
| Courtesy psychosocial diagnostic — your first pulse, interpreted by AI, at no cost, before you commit to anything | $3,500 |
| Two specialist sessions in your first 30 days — a human being to help you read the results and pick what to fix first | $4,000 |
| Action plan library by driver — what to actually do, per driver, organized by the nine domains of numeral 8.2 | $2,500 |
| The 85% plant-floor participation playbook — the 15-day sequence, the channel decisions, and the anonymity conversation that makes or breaks it | $2,000 |
| Industry benchmark — your eNPS against the published quartiles for your sector, on the dashboard. Consolidated ranges from Gallup, Culture Amp, Leapsome and SHRM research, not the numbers of other Bloomder customers — we say which because the difference matters | $3,500 |
| Bonus value | $22,000 |
Items marked roadmap are not live yet. They are on the build plan and they are not billed as present capability.
$116,500 of value, priced per employee.
Here is the comparison worth making. Across 505 analyzed purchases, the median Culture Amp contract runs $21,800 a year. Across 382 Lattice deals, the median is $30,221. 15Five's cheapest module alone comes to about $24,000 a year for 500 employees. None of the three does NOM-035.
The program is the Shield plan — $5 per employee per month up to 250 employees, $4.25 from 251 to 1,000 and $3.75 above that, billed annually — plus the 035 Shield Onboarding add-on, $3,500 one time. For a 500-employee plant that is $25,500 for the year, $3,500 of it once: the same order as an engagement platform, with the compliance file included. Full terms on the pricing page.
At the floor of the range that is nine times the stacked value against the price. The ratio narrows as you grow, because the price is per employee and the stack is not — at 500 employees it is four to one, and at the 2,000-employee ceiling of self-serve it is closer to one. The first guarantee below is what makes the low end of that comparison safe to take: the file itself is the condition of paying for the next month.
Annual contract, paid up front. Card, ACH or invoice. No mandatory demo, no sales call unless you want one.
Why the timing is not arbitrary
Ten implementations a month. White-glove onboarding is delivered by people, and ten a month is what we can do without the quality dropping. It is an operational cap, not a marketing device.
The Founding Cohort has 100 of 100 places left. Twenty per cent off for life, on every renewal, and it ends when the hundredth account is taken. The next cohort starts the first Monday of the month, and slots are assigned in order of signature — so the month you sign is the month you start. Claim founding terms.
The compliance calendar does not wait. NOM-035 requires the identification and analysis of psychosocial risk factors at least every two years. Every month without a file is a month of exposure, and fines run from $29,327 to $586,550 MXN per infraction — several per inspection.
Three guarantees
Audit-ready file, or you do not pay
Your NOM-035 file is audit-ready within 30 calendar days of kickoff, or the following month is free, and every month after it until we deliver, up to three. The clock pauses only while we are waiting on something only you have — the roster, or your approval to launch.
Participation, guaranteed
We agree on a participation threshold with you, in writing, before the first cycle opens. If that cycle closes below it, we keep working with you at no additional cost through a second full cycle, run within 90 days.
Audit support
If you are inspected while the program is in force, we help you prepare the NOM-035 documentation at no extra charge, up to ten specialist hours per inspection. Documentary preparation — we do not appear before the authority for you.
What we deliberately do not guarantee: that you will never be fined. That decision belongs to the STPS, not to us, and any vendor who promises otherwise is selling you something they cannot deliver. What we can be held to is the file, the participation and the support — and those three are in writing, with their limits, in section 15 of the Terms. A guarantee that lives only on a sales page is not a guarantee.
The questions everyone asks
Is it really anonymous?
Results appear only for groups of at least five people who answered. Below five, the group shows nothing at all — the platform withholds it, and the threshold cannot be lowered by any administrator. When someone submits, the link between the response and the person is destroyed in the same transaction that saves the answers. Not hidden behind permissions. Gone.
How do I justify this to Finance?
With two numbers they already understand: what one replacement costs you (0.5 to 2 times salary) and what one round of fines costs you. The program is priced below a single serious inspection and below what the engagement platform alone would cost you.
What if the fine arrives anyway?
Then we will have done everything that is ours to do, and we say so plainly: the outcome of an inspection is decided by the STPS, not by us. What we can be held to is the file, the participation and the support — and that is exactly what our guarantees cover.
What if turnover does not come down?
Turnover has causes we can surface and causes we cannot touch, like a competing plant paying more down the road. What the program guarantees is that you will know which is which, by team, with the drivers named.
What if nobody uses it and I have thrown the money away?
That is the most reasonable fear on this list, and it is why the participation playbook exists and why participation is one of the things we guarantee. If your first cycle does not reach the threshold we agree on beforehand, we keep working at no cost until it does.
Audit-ready in 30 days
Start the program, or start with the courtesy diagnostic and see the value before you commit.