For organizations bringing AI into their people's work
A four-week Thriving Challenge gives you a measurable read on how your people are doing as AI arrives, private to each employee, aggregated for the organization, built on an open standard. A fall window returns data before this year's board reporting.
This fall: the Resilience Challenge.
While AI changes how your people work, a short reading tells you how they are doing (see it).
Eight dimensions, zero to ten, one slider each. Two minutes on a phone. Individual answers are visible only to the person who gave them.
The window in which readings are gathered and the population picture forms. No behavior tracking, no daily prompts unless the employee opts in.
An aggregated readout: where your people are strongest, where they need attention, and what to do next, walked through with you in a live session, in a form you can take to your board.
This fall
A Challenge is how the reading becomes movement: four weeks in which your people don't just get measured, they get better. The Challenge always does one thing, help your people thrive and show you how they are doing. This fall it takes the shape of the Resilience Challenge, meeting the real demands AI is putting on the way people work.
It starts with each person's own thriving baseline, a private reading across eight parts of their life. Over four weeks, an AI guide helps them build from it, in small, concrete steps that fit a working week. A closing reading shows what moved. You get the group picture, and the human page for your board, while each person keeps their own.
This is the rare thing that is good both ways at once. Your people become more resilient as AI changes their work, and in the same act you learn how they are doing. You are not choosing between helping them and knowing where they stand. It is one move.
Resilience is this fall's Challenge. Others will follow, each a new reading of a new demand.
Request the fall cohortThe financial picture
Your people feel the AI transition long before your numbers show it. The costs land where they always have: stress-related claims, quiet disengagement, preventable departures. Preventable stress-related and mental-health-adjacent claims sit inside your medical spend right now. You can't see them broken out. You can't tell whether they're growing or shrinking. You can't act on them upstream because there's no signal upstream.
A Thriving Challenge is a small, time-boxed, low-stakes first step. Not a benefits overhaul. Not a commitment to anything structural. A single four-week reading of your population, and a clear picture of what it tells you.
We do not claim a single Challenge reduces claims. It is the leading indicator that makes reducing them possible, and the start of a longer relationship if the data warrants one.
What this is likely costing you already, per year
Illustrative range only, based on published estimates of employer-borne claims exposure from preventable stress, mental, and emotional health conditions. Not a guarantee of savings. Framed as an existing loss you are likely absorbing today, not a hypothetical gain.
The cost of a single preventable departure at your organization
Assumes a mid-level salary and standard replacement-cost estimates (roughly 0.75x to 1.5x annual salary at ~$120,000). Independent of headcount; a single loss carries this cost.
A fall window returns data before this year's board reporting.
How pricing works
There are no per-person subscriptions and no tiers. A program is priced to your organization: the baseline reading, the four-week Challenge, the closing reading, and a readout you can take to your board, on one invoice. One comparison makes the price easy to judge: replacing a single mid-level employee typically costs more than the program that helps you see the departure coming. The exact number is a short conversation.
Request the fall cohortTrust as architecture, not promise
Your people already feel watched by the tools arriving around them, and a survey about AI is one more thing watching. This is where the watching stops. It is why people say things here that no survey ever hears.
Twelve-person floor
Aggregate views only render once at least twelve people have completed the reading. Enforced by the system itself.
Not sold, not shared
Individual answers are not sold, not shared, not used to train external models.
An open measure
What we're measuring is inspectable, at thrivability.ai.
Request a seat in the fall cohort. Run a four-week window. Your people get privacy, control, and real support; you get a true picture of where they are and a plan for what comes next, in time for this year's board conversation.
Request the fall cohort