Whether you're rolling out to your first thousand employees or coordinating fifty thousand people across dozens of locations, every organization's data is isolated — enforced at the database, not just the interface.
Most organizations at your scale already run people analytics or workforce intelligence software: an annual survey, a quarterly pulse, 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. At your scale, it also catches something most of those tools structurally can't: people your ATS or internal mobility algorithms filter out before a human ever looks, and the ones office politics keeps invisible, surfaced based on how they're actually performing, not how well they navigate a system.
Every organization's data is scoped by row-level security at the database layer — not application logic that could be bypassed. Isolation is invite-only membership plus a database that refuses to answer a query outside your organization, even if the routing layer failed entirely.
HR Admin, Executive, Manager, and Employee each see a materially different surface — never a stripped-down version of someone else's screen. Compensation data is restricted to the memberships you explicitly grant it to, and it never appears in a brief, a Suggestion, or an AI prompt.
Two-factor authentication, full audit logging on every administrative action, and a build designed from the start around SOC 2–aligned controls. We'll tell you plainly where that program stands when you talk to us — 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 — nothing published, nothing self-serve.
A real person on our side through onboarding and after, not a ticket queue.
Tell us a bit about your team and we'll follow up directly — this isn't a self-serve signup.