Predictive HR, measured in revenue.
HR teams are too few and firefighting all day. Olivia takes the firefighting, predicts what is coming, and proves the gain where the C-suite looks: revenue growth.
Request a Founding Spot →What it does
Predictive hiring
Structured, bias-reduced selection that forecasts on-the-job success, not interview charm.
Attrition risk, months early
Each person against their own baseline. The fix is a conversation, not a counteroffer.
Firefighting, handled
Olivia runs the processes so they actually run: onboarding, check-ins, reviews, follow-ups.
Manager co-pilot
The right conversation suggested at the right time, with talking points. Busy managers become good people managers.
Proof for the C-suite
Every people process tied to productivity and revenue growth. No more defending HR with anecdotes.
One-stop shop
No spreadsheets, no side tools, no leaving the platform. Simple enough that managers actually use it.
How we compare
| Capability | HappyTeams | BambooHR | Workday | Rippling |
|---|---|---|---|---|
| Predictive recruitment and retention | ✓ | — | partial | partial |
| Engagement intelligence (ungameable assessments) | ✓ | partial | partial | — |
| Proactive, stops the firefighting | ✓ | — | — | partial |
| One-stop shop | ✓ | partial | ✓ | ✓ |
| Easy enough that managers actually use it | ✓ | ✓ | — | ✓ |
| Ties people data to revenue | ✓ | — | — | — |
Comparison based on public product documentation, July 2026. Verify independently before relying on it.
The ability to get and keep enough of the right people is the throttle on your growth. Open it.
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