We are a group of people who, more than six years ago, decided that technology did not have to be complicated, opaque or disconnected from the real problems of the people using it. We started from a simple conviction: behind every record, every regulation and every piece of data there are people —workers, physicians and companies— who deserve tools that work, that respect their information and that talk to each other without friction.
We are a team stubbornly set on solving problems with the result in focus. We build, we listen to the people facing these problems in the real world, and we share one approach: that what we make be genuinely secure, genuinely interoperable and genuinely useful. We do not promise magic; we deliver solutions that solve, comply and last.
More than six years on we are still here, with the same challenge that moved us on day one: to take real-world problems —the complex ones, the regulated ones, the ones others avoid— and turn them into technology you can trust.
We are GEXDI. We are only getting started.
We focus on what works.We understand, we build and we improve, so the results hold up over time.
Technology does not have to be complicated, opaque or alien to the people who use it. It should work, respect the information and connect without friction.
We did not write that conviction on a whiteboard on day one. We discovered it consultation by consultation, record by record, in daily work alongside physicians, nurses and HR leads who had spent years sustaining their workers’ health with folders, spreadsheets and memory.
We started in late 2019 with a concrete question: why does a worker’s clinical record live scattered across a filing cabinet, three different formats and the plant physician’s head?
The first version brought the essentials into one place: internal and external personnel, clinical history, clinical notes with diagnoses and treatments, medical history, prescriptions and documents. It was not spectacular. It was the foundation.
The first year of real use taught us what no specification anticipates: that an employee leaves and their record does not disappear, and that an organization has several companies rather than one.
That year brought multi-company operation, patient deactivation and reactivation with traceability, and the first tests specific to the discipline: respirator fit testing, occupational risk area examination and Ishihara. We understood we were not building generic medical software. We were building occupational health.
In 2021 we stopped to rebuild the foundations: we fully renewed the platform’s technical base and revalidated it module by module, so that no client lost a single day of service. Nobody sees that work, but it was the difference between a product with a future and one with an expiry date.
With the base now solid came full spirometry, breathalyzer testing integrated into the record, the calendar linked to examinations and the leave history with reasons.
Our clients do not live in isolation: they have payroll, HR and workforce control systems. That year we connected the platform to those systems so that registering, updating and reactivating a worker happens without double entry.
Configurable templates arrived too —each organization defines its own audiometry and spirometry questions without depending on us—, along with clinical reports carrying company, job and treating physician, and the first dashboards that made the whole picture visible.
If you administer the clinical records of thousands of workers, security is not a feature. It is the condition for existing at all. In 2023 we rebuilt access to the platform: two-step verification, recovery codes and sign-in with each organization’s corporate account.
That same year the product was formally consolidated as gexdi. It was not a rename: it was the recognition that what began as a point solution had become a platform with an identity of its own.
For years, the occupational clinical history lived in pieces: a little in the clinical note, a little in the test, a little on paper. In 2024 we unified it, with occupational and clinical history, job data at the time of the exam, physical examination and anthropometry in a single document.
That year also saw the birth of the follow-up programs: chronic conditions, lactation and prenatal care. We stopped recording consultations. We started accompanying trajectories.
2025 was the least showy year and probably the most important: permissions coherent across every role, sign-out that revokes access immediately, per-site configuration without waiting for a release, and validation with clear messages.
And one of our most solid pieces arrived: hearing health surveillance using the Standard Threshold Shift method under OSHA 1910.95, with a dashboard, per-worker follow-up and filters by site and period. Meeting a standard does not mean ticking a box. It means implementing it properly.
After six years accumulating reliable clinical data, the question changed: it was no longer how do we record this, but what is it telling us. The 0–100 health score was born, along with panels for active treatments, exam coverage, absence, medications and vaccination coverage, all filterable by site.
We extended coverage to family members and contractors, added prescription templates per site, the matrix view of exams by employee, and appointment management with history and automatic cancellation.
We are a small team. That forced us to choose well: not to chase every feature, but the ones that genuinely solve something; not to announce what is not finished; not to leave technical debt waiting to become someone else’s problem.
Behind every piece of data there are people. We have never forgotten it.
We are gexdi.
We focus on understanding the operation, building solidly and improving with evidence.
We listen to the people who operate and analyze what actually happens.
We turn complex needs into systems that are clear, secure and interoperable.
We review what works and adjust the solution so the result holds up.
The complex ones, the regulated ones, and the ones that demand technology you can genuinely trust.