Your people tell Rivvol what they need. Every manager gets a 7 AM brief of who to talk to and why. Regional leaders see their area, and your leadership team sees the whole organization, with your data kept separate from every other company's.
How they like to be recognized and supported, then one tap a week. Support requests go to HR first.
Up to three people a day, one clear Suggestion each. Managers check in too, so the loop runs all the way up.
Regional and division leaders see their area. HR sees where follow-through stalls so it can help. Small groups stay hidden.
The people, the know-how, and the money that walk out with every surprise exit, across every location.
An illustrative example: 5,000 employees, 10% leaving in a year, an average salary of $60,000. At Gallup's range of half to two times salary to replace each person, that's $15 million to $60 million a year. Run your own numbers →
Most organizations at your scale already run an annual survey, a quarterly pulse, or a dashboard someone in HR checks once a month. Those tools tell you what already happened. Rivvol is built for the layer underneath: the manager, every morning, acting before it shows up in next quarter's numbers. It also helps surface people doing excellent work who are easy to overlook in a large organization.
Every organization's data is scoped by row-level security at the database layer, not application logic that could be bypassed. Membership is invite-only, and the database refuses to answer a query outside your organization.
HR Admin, Manager, and Employee each see a different surface, never a stripped-down version of someone else's screen. A dedicated Executive view is planned. Compensation data never appears in a brief, a Suggestion, or an AI prompt.
Rivvol doesn't read email, chat, or keystrokes. Administrative actions are audit-logged, and two-factor authentication is supported. We'll tell you plainly where our security program stands when we talk. No vague assurances.
We talk through org size, existing HRIS, and rollout timeline before anything is provisioned.
Per-employee pricing, quoted directly once we understand your organization.
A real person on our side through onboarding and after, not a ticket queue. Founding organizations help shape what gets built.
Tell us a bit about your team and we'll follow up directly. This isn't a self-serve signup.