For HR leaders without an L&D team
Talent development, without building an L&D department.
Live workshops, a course library, guided setup, and coaching when your people need help. Thrive brings the learning and delivery. You set priorities, follow up, and review what changes. Leadership cohorts are available separately.
The moment this is for
You were asked for a program. You have a day job.
The ask
The CEO asked for a leadership program by Q4.
You have a budget line, no facilitators, no curriculum, and a day job. What they mean is: make the new managers better before we lose more people.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
The deadline
The compliance deadline is in six weeks.
Harassment prevention, safety, the annual acknowledgements. Last year it was a spreadsheet and a lot of reminders. Nobody wants to do that again.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
The last attempt
The video library nobody finished.
You bought the subscription and announced it twice. Now you need a reason for people to return, time to practice, and someone on your team to follow up—not just more videos.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
From the actual platform
Your first month with Thrive.
One priority. A small group. Four practical steps.
$799for one month. Example: 250 employees.
Courses, live workshops, AI coaching, and agent support are included, with no usage-based metering. Leadership cohorts are priced separately.
See the 101-500 employees band →- 01
Choose a priority.
The course library, ready to explore.Enlarge ↗ - Thrive provides
- Courses to start with. Morgan to guide setup.
- Your team does
- Pick a work problem and the people to develop.
- 02
Sign up. Take part.
Choose a live workshop, register, and join the session.Enlarge ↗ - Thrive provides
- Workshop registration and live sessions with a facilitator.
- Your team does
- Choose a date, book your place, and make time to take part.
- 03
Practice at work.
Ask Taylor to book a workshop. You confirm before it happens.Enlarge ↗ - Thrive provides
- Coaching on request. Workshop booking with your confirmation.
- Your team does
- Apply the learning. Own reminders and follow-up.
- 04
Review progress.
Program progress shown. Cohorts purchased separately.Enlarge ↗ - Thrive provides
- Programs with live sessions, applied activities, and progress records.
- Your team does
- Work through your program. Review what changed at work.
Program seats are confirmed by our team before you start.
Actual platform captures refreshed September 7, 2026. Illustrative plan, not a customer case study. Scheduled reminders are not available today.
How to evaluate your first month & check the sources
Start with a baseline.
For example: ten team leads at a 250-person company work on clearer feedback. Record an anonymized example before learning, then ask their managers what they observe afterward. Follow the actual workshop dates and available seats, even if that moves the review beyond one month. Monthly access does not automatically renew.
A screen recording demonstrates the interface. A completion record demonstrates a recorded activity. A manager observation can help assess application. None of those alone proves that training improved retention, productivity, or revenue. This example makes no such claim.
Check the original sources.
- Product walkthrough — inspect the learner experience and its limits.
- Workshop calendar — check the topic, date, format, and availability for the session you want.
- Course catalog — inspect the actual learning content before assigning it.
- Pricing and terms — organization bands, included agent support, and purchase conditions.
- Security overview — review data handling before providing employee information.
Who does what? Full responsibilities
Your team owns priorities, approvals, reminders, and review. Scheduled reminders are not available today.
| The work | Your team owns | Thrive provides |
|---|---|---|
| Setup and invitations | Name an owner, provide an accurate employee list, and review roles and assignments. | Morgan guides setup, imports your people, and sends invitations with your approval. |
| Compliance learning | Decide which courses apply to your workforce, set deadlines, and check any requirements with your advisers. | The compliance library is free. Assignment and completion records help you track learning; a course completion is not a legal compliance determination. |
| Live learning | Choose participants, protect time for learning, and register for available seats. | Facilitators deliver the published workshops. Leadership cohorts are a separate, per-participant purchase. |
| Questions and follow-up | Remind people, follow up on missed learning, and decide when to escalate. | Coach Taylor answers questions and helps with enrollment when asked. Scheduled reminders are not available today. |
| Evidence of progress | Review the records and ask managers to assess application in real work. | The platform provides progress and completion records. These show participation, not a proven improvement in business performance. |
Being early
The client list is short. That is worth something to you.
Thrive is new. The programs are not. John Ball Zoo has put 100+ first-time leaders through Fundamentals of Leading People. What is new is the function built around them, and while the list of companies on it is short, being on it buys four things it will not buy later.
None of them is a promise about your results. Nobody can promise you a better manager in four weeks. These are the things we control, which is why we will put them in writing.
- 01
The price is published, not quoted.
Every band is on the pricing page and the same three numbers are what checkout charges. Nobody is quoted a different figure for arriving early or late, and there is no discount to negotiate for, because there is no list price to discount from.
- 02
You set the build order.
Name a course or a live topic we do not have. The library is one hundred thirty-five courses today and the next ones are chosen from what clients ask for, in the order they ask. What gets built for you goes into the library for every company that comes after.
- 03
The founder is in the room.
Scoping, your first cohort, and the call on what gets built next happen with the person who designed the programs. That holds while the client list is short, which is the whole reason to be on it early.
- 04
What is missing is written down.
Scheduled reminders are not built. Coach Taylor answers when a person asks, and nothing chases them yet. Reminders are on the roadmap. A company that tells you what is missing before you pay is worth believing about the rest.
- What a month and a year actually bill, and what happens if you stop, is written out on the terms page in the same plain language as this.
Who teaches
Held the job. Not studied it.
Content is the easy part to buy. A dozen vendors will sell you a library this afternoon. What none of them sells is the person who has already done the job, live, for two hours, watching your people practice it.
Every Thrive session is led by someone who has done the work they are teaching: run a shift, carried a quota, managed a team through a change, sat across from the person who needed the hard conversation. They bring the real version of the problem into the room, and the practice is done on your people’s actual work, not on a case study.
Sessions are small enough that a facilitator can watch each person practice and coach the delivery. Between sessions, Coach Taylor keeps the thread going.
- Session size
- 25 max
- Length
- 2 hours
- Format
- Live
- Where
- Teams
Coming up
Real dates. Real seats.
Program cohorts
- October 26, 2026Fundamentals of Leading People4 weeks. Live virtual sessions, applied work, 1-on-1 coaching. $1,000 per seat. 25 seats.
- October 26, 2026Selling Essentials3 weeks. Live virtual sessions, applied work on real accounts, 1-on-1 coaching. $1,000 per seat. 25 seats.
- October 26, 2026New Professionals4 weeks. Live kickoffs and debriefs, applied work, optional 1-on-1 coaching. Seat price quoted with the dates. 25 seats.
Live workshops
Reading the calendar.
Workshop seats are included for every employee at every band, with no per-seat charge. Cohort program seats are priced per participant. Start the platform or .
What it looked like for one company
Three people from the floor became supervisors. Nobody had to be hired from outside.
A fifty-person manufacturer was about to recruit supervisors from outside, at the price of three recruiting fees and the months it takes a stranger to learn the plant. Instead, three experienced operators went through a leadership program built around their actual shifts: feedback conversations they were avoiding, handoffs that kept breaking, a schedule dispute that had gone on for months.
All three are still supervising, and the recruiting never happened. We are not going to put a percentage on what that was worth, because we cannot show you how it was measured. The company is not named here.
Organizations whose people have learned with Thrive
More than a hundred first-time leaders at John Ball Zoo have been through Fundamentals of Leading People, alongside teams at manufacturers, schools, food producers, and a regional health plan.
Talk to ARIA
Ask what you would ask us.
ARIA works the way a good first call works. She asks who is involved and what should change, recommends the closest starting point, quotes the real price, and hands you to a person when you want one.
Start with one of these
Prefer a person? Say so in the conversation and the team follows up, or use the contact page.
Pricing
One flat price for the whole organization.
The band is set by how many people you employ, and that is the only thing it sets. Nothing is metered, nothing is held back for a higher band, and adding people inside your band costs nothing. Cohort programs are the one line priced per participant, because a facilitator and a fixed group size are a real constraint.
| Organization size | Monthly | Annual | Per person, per month |
|---|---|---|---|
| Compliance LibraryAny size, no card. Start free | Free | Free | Nothing, at any size. |
| Thrive Platformup to 100 employees | $399 | $3,990 | $3.99 at 100 people, and less every time you hire inside the band. |
| Thrive Platform101-500 employees | $799 | $7,990 | $1.60 at 500 people, and less every time you hire inside the band. |
| Thrive Platform501-2,500 employees | $1,499 | $14,990 | $0.60 at 2,500 people, and less every time you hire inside the band. |
| Above 2,500 employees | Set with you, not looked up. Usually with private cohorts of your own. | ||
This table has no column for what is included, because the answer does not change by band: live workshops, all one hundred thirty-five courses across five libraries with fifty-six of those free in the compliance library, Coach Taylor for every learner, Morgan for setup, and the reporting. Annual billing is ten months charged for twelve months of access. A monthly plan is one month, charged once; nothing renews on its own yet.
Questions
Questions people ask before they call.
How do I run employee training and development without an L&D team?
Start with one training priority and a named owner. Thrive provides live workshops across sixteen topics, a course library with the compliance library free, Morgan for guided setup, and Coach Taylor for help when asked. Your team chooses participants, approves assignments, follows up, and reviews application. The four-week leadership program is purchased separately by participant.
What does corporate training cost for a small or mid-sized company?
Platform access is a flat price per organization: $399 a month for up to 100 employees, $799 a month for 101-500 employees, $1,499 a month for 501-2,500 employees. Live workshops, the course library, AI coaching, and agent support are included, with no usage-based metering. Leadership cohorts are purchased separately, currently $1,000 per seat. A monthly purchase covers one month and does not automatically renew.
How long does it take to implement?
Morgan guides setup from your employee spreadsheet, including roles, assignments, and invitations. Prepare an accurate list and name the person who can approve it. Your launch timing depends on that preparation and the sessions you choose; completing setup is not the same as completing a training rollout.
Is Thrive an LMS?
Thrive combines a learning platform with a published live-workshop schedule, a course library, guided setup, and AI coaching on request. Compare the work you need done, not just the label. If you need to manage your own course estate, complex integrations, or company-specific processes, evaluate those requirements directly. Thrive does not replace your HR owner or your managers.
Can we start with compliance only?
Yes. The compliance library is free for any company size with no card required. You can evaluate the relevant courses before deciding whether to purchase the broader platform. Your organization remains responsible for selecting appropriate training and meeting its obligations.
How do we know it is working?
Agree on a baseline and one observable work behavior before learning starts. Review platform progress and completion alongside a manager’s observation of the same behavior afterward. Our first-month example shows how to separate access, participation, and application. It is an evaluation plan, not a customer case study or a promised result.