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Twelve participants. Small enough for genuine interaction — people actually ask questions, share their specific situations, and work through exercises together. Large enough for useful group discussion where learners hear diverse perspectives on saving.

For organizations with fewer than twelve employees, we offer multi-company cohort sessions quarterly. Same curriculum. Same certified facilitator. Shared cost across participating organizations. Several GTA small businesses have used this format successfully — reach out and we'll connect you with the next available cohort.

For larger groups (50+), we run concurrent breakout sessions to maintain that small-group dynamic. See our pricing page for group size multipliers.

No. The Tangerine Learning Center is a financial education initiative by Tangerine Bank, not a licensed advisory firm. We teach concepts, frameworks, and skills — the knowledge layer that makes people capable of making their own informed decisions.

We'll explain how a TFSA works, when an RRSP makes more sense, and how to calculate your actual emergency fund number. We won't tell you to open an account at a specific bank or buy a specific product. This independence is precisely why financial institutions like Meridian Credit Union hire us to train their own staff — there's no competing agenda in the room.

If you need personalized investment advice, a licensed financial advisor is the right resource. We teach the literacy that helps you have a better conversation with that advisor.

Three layers. Because attendance alone means nothing.

Layer 1 — Immediate: Post-session knowledge surveys administered before participants leave the room. We measure comprehension of key concepts (e.g., "Can you explain the difference between a TFSA and an RRSP?") against pre-session baseline scores.

Layer 2 — 30-day follow-up: Action surveys sent to participants four weeks later. Did you open an account? Set up an automatic transfer? Increase your RRSP contribution? Change your benefits enrollment? We're tracking behaviour, not sentiment.

Layer 3 — Aggregate metrics: For corporate clients on multi-week or annual programs, we track RRSP participation rates, benefit enrollment changes, EAP utilization trends, and payroll advance request frequency. These numbers go into the impact assessment report your leadership team can use to justify continued investment.

If a program isn't moving the numbers, we adjust the curriculum. That's happened twice in twelve years — both times we identified the gap within one reporting cycle and corrected it. Read more about our program design methodology.

Every facilitator holds at minimum one recognized credential — CFP® (Certified Financial Planner), CPA (Chartered Professional Accountant), CFEI (Certified Financial Education Instructor), or equivalent — combined with formal training in adult education methodology.

Knowing finance isn't enough. You also have to know how adults learn. Our founder Anara Okonkwo spent eleven years in banking before building a curriculum grounded in adult learning principles. That dual requirement — subject matter expertise plus pedagogical skill — applies to every person who facilitates a Tangerine session.

We monitor quality continuously. Every session generates participant evaluations. Facilitators scoring below 4.2 out of 5.0 receive additional coaching from our Director of Curriculum Development, Marco Pellegrini, who holds a Certificate in Adult Education from OISE. Our current team average sits at 4.6/5.0 across 3,200+ evaluations. Meet the full team.

EAP counselling is reactive — employees access it when they're already in crisis. A call to the EAP financial helpline usually means someone is behind on rent, facing collections, or dealing with a financial emergency.

Our programs are proactive and preventive. We build the habits — automatic savings transfers, emergency fund construction, benefits enrollment optimization — that reduce the likelihood of employees reaching crisis-level financial stress in the first place.

The two complement each other. At Apotex, after we ran our four-week workshop series, payroll advance requests dropped measurably while RRSP participation jumped from 51% to 74%. The EAP didn't go away — it just had fewer financial emergencies to handle. That's the outcome your total rewards strategy should aim for.

Trevor Blackwood at BuildDirect Technologies put it well: "The accountability in the impact report is rare in the wellness space." Read more client feedback.

We calibrate every program to the specific income profiles, benefits structures, and savings barriers of your sector. Current clients span six major verticals: financial services (banks and credit unions), healthcare and professional associations, pharmaceutical and manufacturing, retail and hospitality, technology and e-commerce, and public sector and community services.

A shift-working grocery manager needs a different savings conversation than a medical resident carrying $130,000 in student debt. We've built curriculum for both — and everything in between. See detailed case studies for each industry.

For a standard workplace savings workshop using our existing curriculum, we can typically schedule within two to three weeks of a signed agreement. That includes the pre-session survey, facilitator assignment, and materials preparation.

For custom corporate wellness programs requiring a benefits audit, curriculum development, and multilingual materials, plan for four to six weeks of lead time. Complex engagements involving train-the-trainer components or multi-location rollouts may require longer — we'll give you a realistic timeline in your proposal.

Need something faster? Call us directly at (888) 826-4374 and we'll see what we can do.