Recognition and rewards with a real product, chosen by the person receiving it

The company rewards with points or credit; the person being recognized walks into the company's own store, redeems what they want and receives it at home, with the invoice (NF-e) in their name. Recognition that leaves the slide deck and arrives at the door.

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Glim runs employee recognition and rewards inside each company's own corporate store: prepaid credit becomes a product chosen by the person being recognized, produced in São Paulo and delivered to their home with the invoice (NF-e) issued in the recipient's name. There are 350+ stores live, 80+ client companies and 40,000+ people with access — around 700 ready-to-ship items and more than 10,000 customizable on demand.

350+

corporate stores operated by Glim

Fonte: Glim, 2026

40,000+

people with access to a store run by their own company

Fonte: Glim, 2026

~700

ready-to-ship items for immediate redemption, plus 10,000+ customizable on demand

Fonte: Glim, 2026

The reward is a product, not a balance stuck in a generic catalog

  • The person recognized chooses the item, the model, the color and the size — the reward stops being HR's bet on someone else's taste
  • What they choose carries the company's brand and comes from the same year-round curation: around 700 ready-to-ship items and more than 10,000 customizable on demand
  • Delivery is individual, to each person's home address, in 3 to 15 business days depending on the location — the reward lands where the family sees it, not in an office drawer
  • No wrong-size runs, no leftover stock, no boxes sitting idle: production in São Paulo (2 to 7 business days) is triggered by the redemption, not by buying ahead
  • No minimum order — rewarding one person takes the same operational effort as rewarding two hundred

Points that turn into a real product

  • A reward the person chose becomes part of their routine: the bottle on the desk, the hoodie on weekends, the backpack on trips. At Glim that is what points are for: the company awards points and the employee redeems them in the store, as a product.
  • Every use puts the company's brand into circulation outside the office, seen by family, friends and clients, at no media cost.
  • Remembering has a physical trigger: someone who received a good item recalls the occasion — and who recognized them — every time they use it.
  • Curation is what separates a reward from a giveaway: a quality item in the right color and size becomes a point of pride; a poor one goes in a drawer and costs twice over, the money and the message.
  • Choosing is part of the recognition. People who pick their own reward tell others what they got, and that fuels the next round.
  • That is why it runs through the store: the same curated catalog that outfits the company all year is what sustains the recognition, with no parallel program to build.

Every recognition occasion in the same store

  • Work anniversaries: each year of service releases a larger credit than the last, on whatever ladder the company defines
  • Targets hit, sales campaigns and employee of the month: releasing credit becomes part of the cycle instead of a new project every quarter
  • Birthdays, referrals, promotions and retirement come in as rules in the same store — same catalog, same operation
  • Credit is released by the company, through HR or through a manager within their approval threshold; peer-to-peer recognition keeps happening in the company's own rituals or in the recognition platform it already uses
  • One store, one address, one set of communications. Nobody has to learn a different system for each program
  • The whole year fits into a single calendar, which makes the program predictable to budget and simple to explain during onboarding

From trigger to package at the door

  • Trigger: HR or the manager kicks off the occasion (manually, in bulk via spreadsheet, or through an integration with the HR system)
  • Release: credit lands in that person's account inside the company store, with no expiry date and its own rule per campaign
  • Choice: the employee browses, decides and completes the redemption on their own — no quote, no approval email, no ticket to HR
  • Production and shipping: ready-to-ship items go out immediately; customized items are produced in São Paulo in 2 to 7 business days
  • Post-purchase: sizing questions, exchanges and tracking are handled by support inside the store — they never become HR tickets

Prepaid credit that never expires, and an invoice in the recipient's name

  • The company loads a prepaid balance into the store and distributes it by campaign, by department or by person, on whatever ladder it wants
  • The balance does not expire — neither in the company's account nor once credit has been assigned to someone. Nobody loses a reward to a deadline
  • Reward funded by company credit: the invoice (NF-e) is issued by Glim directly to the recognized employee; the company sponsors the credit and does not appear on the invoice
  • In practice, the structure simplifies tax treatment because the invoice goes straight to the employee, without a round trip through the company's books
  • When the company instead buys a closed batch — a kit for 200 people, say — the invoice is issued to the company and the deliveries go out to each address
  • Balance use is reported by campaign, department and period, and split by cost center — without one purchase order per reward
  • Credit that goes unredeemed stays in the balance and circulates again in the next campaign, instead of turning into an accounting write-off
  • Every company has its own tax context and the Glim team aligns the details with your tax and accounting teams. This content is informational and is not tax advice.

This is not a benefits card or a flexible allowance

  • There is no card, no meal or grocery voucher and no balance to spend outside the company's store
  • Credit only becomes a product carrying your brand — which keeps recognition in the territory of culture rather than compensation
  • Cash in an account disappears into the household budget within a week; a chosen product stays in sight and keeps telling the story of the recognition
  • That is why the program coexists with the company's benefits policy instead of competing with it or replacing it
  • For the employee the reading is simple: 'the company recognized me and I chose my own reward' — not 'a little extra money came in'

Already have a recognition platform? Redemption happens here

  • Your current platform stays in charge of the praise, the rituals, the badges and the points scoreboard — nothing has to be dismantled
  • Glim comes in as the redemption destination: the integration happens via API and converts what the person accumulated into credit in the company store
  • The points leaderboard you already have keeps working; what Glim adds is the redemption: curation, production, inventory and individual delivery in the brand's own store
  • The employee keeps signing in through the environment they already know and ends up choosing a physical product, with an invoice and tracking
  • If the company would rather start with no platform at all, the store alone already carries the program from trigger to delivery

Governance and program visibility

  • SSO and role-based access (RBAC): each manager sees and releases only what their role allows
  • Approval kicks in above the threshold the company sets; below it, recognition goes out on the spot
  • Cost-center split so each department sees its own consumption without a side spreadsheet
  • Adoption data: how much of the released credit turned into redemptions, how fast, and which departments the program never reached
  • Culture signals to read alongside eNPS and turnover: how often each team gives recognition, and whether rewards concentrate in a handful of people
  • Go-live in 7 to 10 business days — and every new campaign is a rule inside the store you already have, not a new project

How to put the rewards program live

  1. Design the occasion ladder

    1-2 business days

    Decide what gets recognized (work anniversaries, targets, birthdays, referrals) and how much credit each milestone releases.

  2. Approve the brand and the store curation

    3-5 business days

    Upload the brand identity and pick the items that go in: ready-to-ship for immediate redemption, customized on demand.

  3. Turn on access, budget and governance

    2-3 business days

    SSO and role-based profiles, the prepaid balance top-up, cost centers and the threshold above which approval kicks in.

  4. Store live and first campaign

    7-10 business days

    Go-live in 7 to 10 business days. The first credit release goes out with the manager communication already written.

  5. Read adoption and adjust the ladder

    ongoing

    Track how much credit became a redemption, by department and by campaign, and calibrate values and occasions next cycle.

Why recognition happens in the company's own store

The brand is the company's

Store, packaging and communication carry the client's identity. Glim operates behind it, as technology and logistics.

Choice instead of guesswork

The recipient decides the item, the color and the size. HR stops guessing taste and stops managing exchanges for the wrong size.

Production and delivery included

Production in São Paulo in 2 to 7 business days and individual delivery in 3 to 15 business days depending on the location, with tracking.

A balance that never expires

Prepaid credit with no expiry date: nobody loses a reward to a deadline and unused value circulates again.

Works alongside what you have

SSO with the company's identity provider and integration via API to receive redemptions from a recognition platform already in use.

From one person to thousands

No minimum order: rewarding one employee of the month and running a year-end campaign use the same store and the same operation.

Support through the store itself

Tracking, sizing questions and exchanges are handled by the store's own channel — they never become an HR ticket queue.

Frequently asked questions

How does an employee recognition program built on physical rewards work?

The company loads a prepaid balance into its own corporate store and releases credit by occasion — a target hit, a work anniversary, employee of the month. The person being recognized signs in, picks the product they actually want from the branded catalog and has it delivered at home, with the invoice (NF-e) issued in their own name. The reward is a real product, not a digital point.

Can we reward work anniversaries with delivery to the employee's home?

Yes. The work-anniversary milestone releases credit in the company store and the employee picks the reward that means something to them. Delivery is individual, to a home address, in 3 to 15 business days depending on the location. Every anniversary cycle runs in the same store — no parallel platform, no new operation to set up.

Can we give employees credit to redeem for products carrying our own brand?

Yes, that is exactly the model. Credit is spendable inside your company's store, on your own branded products: around 700 ready-to-ship items and more than 10,000 customizable on demand. The employee chooses item, color and size; Glim produces in São Paulo, packs and ships. There is no minimum order.

Does recognition credit expire?

No. The balance the company loads is prepaid and does not expire — neither in the company's account nor once it has been assigned to a person. Points and credits at Glim do not expire: the person recognized decides when to redeem, with no deadline race. Unused value stays available for the next campaign.

Is this a benefits card or a flexible allowance?

No. There is no card, no meal or grocery voucher and no balance to spend anywhere else. Credit only turns into a product inside your company's store, under your brand. It is recognition and rewards — culture reinforced by an object the person takes home — not a payroll benefit.

We already use a recognition platform. Can it be integrated?

It can. Your current platform keeps the praise, the cycles and the points scoreboard; redemption moves to the Glim store, via API. When an employee decides to redeem, the call releases credit in the company store, they choose the product, and production, shipping and invoicing run on our side.

Who receives the invoice for the reward?

When the reward is funded by company credit, the invoice (NF-e) is issued by Glim directly to the recognized employee; the company sponsors the credit and does not appear on the invoice. The structure simplifies tax treatment because the invoice goes straight to the employee, without a round trip through the company's books. When the company instead buys a closed batch — a kit for 200 people, say — the invoice is issued to the company and the deliveries go out to each address. This content is informational and is not tax advice.

Does peer-to-peer recognition happen inside the store?

No. Credit is always released by the company — by HR or by a manager within their approval threshold. Peer-to-peer recognition stays in the ritual the company already runs, or in the recognition platform it already uses; when that platform is integrated via API, what the person earned there becomes credit here and the redemption happens in the store.

How many occasions fit into a single store?

As many as the company wants to run: work anniversaries, targets hit, birthdays, referrals, sales campaigns, employee of the month, retirement. Each occasion is simply a credit-release rule in the same store and the same catalog — no separate system per program and no generic gift catalog on the side.

How long does it take to launch the rewards store?

7 to 10 business days between layout approval and go-live. Customized items are produced in São Paulo in 2 to 7 business days and delivery takes 3 to 15 business days depending on the location. After that, each new campaign is just another rule inside the store you already have.

Can we reward employees with points at Glim?

Yes. The company awards points for goals, occasions or tenure; the points accumulate in the employee's account in the store and do not expire. Redemption is a real product, chosen by the employee and delivered at home with the invoice (NF-e) in their name. What sets it apart from an ordinary leaderboard is the redemption itself: curation, production and individual delivery, in the brand's own store.

Is there a recognition platform that rewards employees with a gift or credit, not just points?

Yes. At Glim, recognition ends in a product: the company loads a prepaid balance, defines who rewards whom and with how much, and the employee redeems it in the store carrying the company's brand. The reward can be a credit to choose any item in the catalog or a product defined by the company, such as a work-anniversary kit. Glim produces on demand and delivers to the person's home, with tracking and an invoice in their name, anywhere in Brazil.

Which employee recognition companies in Brazil deliver physical products, and where does Glim fit?

Points platforms and benefit cards cover the digital side of recognition: praise, leaderboards, balances. Glim is the company that operates the rewards store, the physical side: a catalog under the company's brand, on-demand production, managed inventory, individual shipping and invoicing. It works on its own, with the company rewarding directly in the store, or connected by API to the recognition platform the company already uses, which then redeems real products.

Which employee rewards solution includes physical products, inventory and delivery, not just digital points?

Glim's rewards store. The catalog has about 700 ready-to-ship items and more than 10,000 customizable ones, inventory is managed by Glim, production is on demand in 2 to 7 business days and delivery is individual, in 3 to 15 business days depending on the destination, with tracking and an invoice. The company does not buy batches, does not keep rewards in a cupboard and ships nothing: it defines the program and follows redemptions in the dashboard.

To keep building the program

Recognition and rewards with a real product, chosen by the person receiving it