One manager, a few people, one clear Suggestion each. Built for organizations of 50 to 500 people, where managers lead 8 to 25 and can't watch every one of them. Rivvol is the AI manager assistant that turns the signals you're already half-noticing into something you can act on before your day starts. Built for the manager who's already busy, and designed so HR and People leaders see the same picture, zoomed out, with no survey to schedule and no dashboard to babysit.
Maya hasn't checked in this week. A competitor posted a comparable role in her area two days ago, regional cost of living is up, inflation is at 3.1%, and her commute corridor is on the longer side. Taken together, her flight risk signal is now elevated.
SuggestionOpen with a 15-minute, no-agenda 1:1 today. Ask how she's doing before anything else.
Why you're seeing thisShipped the migration solo last week.
SuggestionA specific, public thank-you before standup.
Why you're seeing thisWorkload chip moved to heavy.
SuggestionWorth asking what could come off their plate.
The same signals as the manager brief, rolled up by team.
Sample data. Illustrative only, not real people. Compensation and home addresses never appear in a brief.
This is what a manager sees each morning: up to three people, one Suggestion each, picked from everyone they lead.
Intelligence, accessible. Connection, protected.
lost to disengagement worldwide every year (Gallup)
manager engagement, 2022 to 2025, the steepest drop of any group (Gallup)
of the variance in team engagement is accounted for by the manager (Gallup)
An illustrative example: the same four weeks, with and without a daily brief.
The costA vacancy, a hiring and ramp-up cycle, and a team absorbing the work. Gallup puts replacing one person at half to two times their annual salary: on a $60,000 role, that's $30,000 to $120,000, for something that showed signs in week one.
The resultA problem caught while it's still fixable, and a person who was heard before they made up their mind. No guarantee they stay, but you gave them a reason to.
Rivvol can't promise anyone stays. It makes sure you're never the last to know.
Enter your own figures. This uses Gallup's range for replacing an employee: half to two times their annual salary.
Example figures. Replace them with yours. Nothing you type leaves this page.
Source: Gallup's estimate that replacing an employee costs one-half to two times their annual salary. Actual costs vary by role. This shows the cost of the problem, not what Rivvol will save you.
Most engagement surveys and pulse tools hand HR a pile of scores and expect someone to find the hours to interpret them. Rivvol does that work overnight and hands the manager a finished answer, watching for the same problem from both sides. Built by someone who's watched it happen twice, on a warehouse floor and in a special-ed classroom. Read the story →
Flight risk shows up early: a dropped check-in, a missed 1:1, workload that's quietly become too heavy. Real warning, not an exit interview after the fact.
The people doing excellent work that nobody's noticing, filtered out by resume-matching algorithms, outshouted by office politics, or just too heads-down to self-promote. Rivvol surfaces them based on how they're actually showing up, not what's on paper.
Retail floors, hospitals, warehouses, offices: if you have more people than hours to give them, this is for you. Rivvol reads the signals that get missed between shift changes and turns them into one clear Suggestion per person, every morning.
See how it works →Teachers leave in increments, not moments: an unsustainable caseload nobody adjusted, a hard month nobody noticed. The same discipline that works on a retail floor is being built for principals and the teachers they lead.
Join the education waitlist →It shows up fastest in the highest-turnover industries: accommodation and food service, retail, healthcare, manufacturing and logistics, customer service. If that's you, the resignation didn't start the day someone gave notice.
No dashboard to babysit, no survey to schedule. See exactly how it works →
A 20-minute call, or about thirty seconds for the waitlist. No credit card, no commitment.
A real conversation about your organization, not an automated drip campaign.
First access as founding organizations come on board, before this opens more broadly.
It's not live yet. We're taking waitlist signups now and reaching out directly as founding organizations come on board. See "What happens next" above.
There's no published price yet. Pricing is quoted directly once we understand your organization.
Only what someone opts into sharing through their Preference Profile and weekly check-in. Raw answers are never shown to managers, and no employee is ever shown a score about themselves. Every signal exists to prioritize support, not to judge.
No. Rivvol is built for organizations of roughly 50 to 500 people, where managers lead 8 to 25 and can't watch everyone. Smaller teams can use it too, and larger rollouts are quoted directly. See Enterprise for the tenant isolation and role-based access they need.
Rivvol isn't a replacement survey. It's employee engagement without the survey, built for the layer underneath: the manager, every morning, acting before it shows up in next quarter's numbers. Most organizations already run one, an annual survey or a quarterly pulse, but those only report what already happened.
We're talking with HR and People leaders about how you find out someone is thinking of leaving, and how early. A conversation, not a sales pitch. Founding organizations help shape what gets built.
No time that works? Email support@rivvol.com and we'll find one.
Not ready to talk? Join the waitlist and we'll email you when it's your turn.