No dashboard to babysit, no survey to schedule. The whole system runs on three small inputs.
Once, at onboarding, every employee answers a short set of questions from the Question Bank: how they like to be recognized, how they take feedback, what a good 1:1 looks like to them, and what would make them glad they stayed a year from now. For anyone who opts in, it also asks what they'd want to grow into next. That last part stays off by default; nobody is surfaced for a growth conversation or an internal opportunity without choosing to be. It's optional module by optional module, and nothing about it is a personality test. It's just the information a good manager would ask for, if they had the time to ask everyone.
One tap, one to five. That's the entire ask. It's not a survey and nobody reads a report about it — it's the freshest signal the system has, and it's what keeps a brief from going stale the moment someone's week changes.
Who on your team needs attention today? Overnight, Rivvol reads what changed — check-in scores, workload, how long it's been since a real 1:1 — and turns it into a short list: a few people, one specific Suggestion each, and a "Why this?" behind every one. A manager opens it, and for each person marks it done, snoozes it, or dismisses it. Nothing repeats itself once it's handled — done is done.
A weekly 0–100 read on how well action is matching what the team actually needs — not a vanity metric, a working one.
The same discipline aimed the other direction: quiet, consistent excellence that a resume alone would miss, surfaced for a manager or for HR before it goes unnoticed long enough to walk out the door.
Employees can raise their hand from their own side, routed to HR first. Never straight to the manager who might be the issue.
HR and leadership get the same discipline zoomed out — where the fires are and what they're costing, without 40 minutes of dashboard-reading.
We're gauging interest before we build further. Tell us you're in, and we'll reach out directly as this takes shape.