Your team eats better.
Your business runs better.
Chef-prepared, nutritionist-aligned meals delivered to your office five days a week. Fresh. Never frozen. Built around each employee's personal profile. Ready before noon.
tati. is the proof.
chronically ill employee
driven by diet
nutrition programs
with meal programs
Fresh.
Personal.
Theirs.
tati. reads every employee profile personally before a single meal is prepared. Allergies flagged at the kitchen. Preferences built into every rotation. The meal that arrives has your name on it — because it was made for you.
Browse this week's menu →Menus rotate weekly. Every employee gets a meal built to their profile — not to the group.
3 minutes per person.
Every person.
Every employee fills out a personal profile. tati. reads each one individually before cooking begins — not a filter on a database. The person who can't be in a room with peanuts? Red-flagged at the kitchen, permanently. The person on a performance diet? Built in from day one.
At Seaboard Marine — 275 employees profiled on-site during the pilot launch. Done in two days.
Companies already
running on tati.
Your team is bleeding time,
energy, and money
every single lunch.
Bad food, long runs, 3pm crashes. It doesn't show up on a P&L — but it's costing you. tati. is the only corporate meal program in Miami built specifically to stop that and put money back on the right line.
costs the company nothing.
What is not having tati. actually costing you?
Every day without a structured program, your team loses time and focus. Adjust the sliders — this is pre-loaded at Seaboard Marine's 275 employees.
Before retention is counted. At Seaboard Marine — retaining just 2 employees per year who would otherwise leave for a competitor with better benefits pays for the entire program. Everything after that is profit.
Not just a perk.
A retention engine.
One retained employee
pays for the entire year.
Replacing one employee costs 50% of their annual salary. At 275 people, losing even a handful of good people to a competitor who offers better benefits — a real food program, a daily wellness benefit — costs far more than tati. ever will.
tati. interrupts that cycle. Every employee gets a meal built for them personally, five days a week. That's not a benefit they shrug at. That's a benefit they tell their friends about when they're interviewing elsewhere.
Simple to run.
Designed to pay back.
Employees pick their meal tier. They pay through payroll deduction. The financial structure — which we'll walk through with Gilma — is what makes the company's net position zero or better.
Four tiers.
Every employee covered.
Employees choose their tier. Mix tiers across departments. Pricing presented in the boardroom — not in PDFs.
"The most ROI-positive line item
in your entire benefits budget."
— One retained employee pays for the whole year. Everything after that is profit.
275 people.
One pilot.
Real results.
Julie, Zarai — here's the program built specifically for Seaboard Marine. A one-month pilot, four departments, zero employer cost. This is what we'd show Gilma in the boardroom.
Seaboard Marine is already
spending on food. Just not efficiently.
Panera Mondays, close-week orders, dispatcher Fridays, corporate visitor lunches — it's already happening. tati. structures it so it works for everyone, and costs the company nothing.
You gave us four problems.
tati. solves all four.
Start with the pilot.
See your team respond.
At 275 employees, a one-month pilot is the right move. You get real data — employee enrollment, meal selection, response rates, satisfaction — before locking in the full program. Gilma sees results before she signs anything long-term.
One month. Four departments.
Real employee responses.
The pilot isn't a soft commitment — it's a proof of concept. By end of Month 1, you have enrollment data, meal preference data, and employee feedback to take back to Gilma for the full rollout decision.
One vendor.
Meals and events.
The catering arm runs alongside the daily meal program — through the same relationship, same contact (Zarai), same kitchen. No new vendor, no new contract, no new approval process.
The health fair is
the perfect launch.
You mentioned a health fair in September. After a successful pilot, that's the moment Gilma announces tati. to all 275 employees — not as a food vendor, but as a health benefit. They enroll on the spot.
The next step is
one decision.
We come to you. Boardroom at 8001 NW 79th Ave, Medley. Full financial model for Seaboard Marine, live on screen. Pilot structure. September timeline. 30 minutes. No pressure. Just the math and the plan.
Julie · Zarai · forward this to Gilma.
Julie · Zarai · forward this to Gilma.
info@tatimeals.com · wa.me/17863938953
info@tatimeals.com · wa.me/17863938953