RevSprint for HR
The Symbiotic Intelligent Operating System
People decisions,
in business context.
HR systems track records. The actual work, the actual collaboration, and the actual signals of engagement live in every other tool. RevSprint reads both and gives People teams a real-time view of employee, team, and organisational health.
The reality today
Sound familiar?
Disengagement only surfaces at exit
The high performer disengaged six months ago. The signals were in the Slack reactions, the meeting decline rate, the project participation. None of it reached HR. The exit interview confirmed what nobody could see in time.
Recruiting cycles that take 90 days
The role opens. Sourcing takes a month. Screening takes another. Interviews take a third. By the time the offer goes out, the candidate has accepted elsewhere. Headcount sits open for a quarter and the team carries the gap.
Performance reviews that arrive too late
The annual review captures what managers remember. It misses the brilliant work in March because the manager forgot. It misses the slip in July because nobody documented. The review serves the calendar, not the person being reviewed.
RevSprint for HR
HR, with the visibility gap closed.
Three ways to start. Have an HRIS? RevSprint sits over it in Live Mode and reads every employee record, every review, every survey in 30 seconds. Don't have one yet? RevSprint ships its own HRIS, ATS, performance review, onboarding, and people analytics on every paid tier. Ready to consolidate? Intelligent Migration rebuilds your existing setup with full history. People decisions stop being delayed by data lag.
30-second connect
OAuth your existing stack in 30 seconds. No imports, no migrations, nothing moves.
RIBA reads in place
Every email, call, ticket, and signal stays where it lives, read in real time.
Intelligence on top
Signals cascade across your whole organisation, surfacing what matters in every department.
How Symbiotic Intelligence helps HR
One intelligence layer above every people signal.
RevSprint reads engagement, performance, and collaboration signals from where the work actually happens. People teams see employee health in real time, candidate quality before the offer, and team dynamics before they break.
Engagement signals from the work, not the survey
Calendar load, collaboration patterns, project participation, message sentiment. RevSprint composes them into an engagement view that updates continuously. The annual survey becomes corroboration, not the only data point.
Recruiting cycles that compress to weeks
RIBA reads every CV against the role's actual requirements (not just the job description), drafts personalised outreach in your recruiter's voice, and surfaces silent talent already engaged with your brand. The 90-day cycle becomes a 30-day cycle.
Performance reviews that reflect the year
Every shipped project, every customer impact, every team contribution attributable to the person. Review preparation moves from 'what do I remember' to 'what does the evidence say.' The review serves the person, not the calendar.
RIBA learns your culture
Your interviewing rubrics, your onboarding sequences, your recognition patterns. RIBA studies what your team has done well and proposes the same standard going forward, in your team's voice, under the autonomy you grant it.
Built for every seat in HR
From the recruiter's first outreach to the CHRO's people story.
RevSprint adapts to where you sit. Same intelligence layer, every level of the org. Each role gets the surfacing that matches the decision they're paid to make.
Stop sourcing. Start engaging.
Every inbound applicant pre-screened against the role's true requirements. Outbound drafts already personalised in your voice. Silent candidates surfaced from your existing brand engagement. Your day shifts from cold sourcing to warm conversation.
Surface the question before it becomes a meeting.
Engagement dips, manager-team tensions, onboarding stalls all surface before someone has to call them out. Your day shifts from reactive case work to proactive intervention.
Coach the culture, not the spreadsheet.
Team-level engagement, manager effectiveness, retention risk all visible in real time with the underlying signal attached. Your conversations with managers move from 'what do you think is happening' to 'here's what's happening, what do we do.'
Show the board the people story. With receipts.
Retention by team, engagement by manager, hiring velocity, performance distribution, all in one board pack. Each number traceable back to the actions that produced it. The People conversation in the boardroom becomes a strategic conversation.
See it in action
When the offer is signed,the org is already onboarding.
New-hire onboarding used to live across HR's checklist, IT's queue, and the manager's intentions. Now HR gets the full onboarding play in one card: the plan, the buddy match, the first-week schedule, the welcome pack, and day-1 readiness.
Trigger
Senior Engineer offer signed. Start date 3 weeks out, role on Platform team.
Use cases
A day in HR with RevSprint.
The shortlist is already drafted
The recruiter opens RevSprint to overnight applications: 47 inbound, 12 pre-qualified against the role's real requirements, 4 already engaged with your brand in the last 30 days. The morning starts with conversation, not screening.
The engagement dip surfaces in time to act
A high-performer's collaboration patterns shifted last week. RevSprint flags the change, attaches the underlying signals, and proposes a check-in by the manager. The 1:1 happens this week, not at the exit interview in three months.
The performance review reflects the actual year
Review season starts. Each review loads with shipped projects, customer impact, peer collaboration moments, and notable wins from the year. Managers edit for nuance instead of reconstructing the year from memory.
The new hire's first day already has structure
Tomorrow's new starter logs in. Their workspace is ready. Their team has been briefed. Their first-week calendar is set. Their buddy has the intro doc. They feel welcomed, not lost, on day one.
How we measure people impact
Hires made are not equal to success.Retention is.
Every HR action lands in a tamper-evident ROI Ledger, attributed to the team, the role, and the outcome. Heads of People see it on the dashboard. The CEO sees the people story in the board pack. The conversation that goes 'show me which interventions defended which retention this quarter' has a tamper-evident answer.
Frequently asked
Questions we hear most often.
What is RevSprint for HR?
RevSprint is the Symbiotic Intelligent Operating System for revenue teams. For HR, it reads engagement, performance, and collaboration signals from where the work actually happens, gives People teams real-time visibility into employee and team health, and compresses the recruiting cycle by reading the work the role actually requires.
How does Symbiotic Intelligence help HR teams?
Engagement surfaced from the work, not the annual survey, with signals shared across every department. Recruiting cycles compressed from 90 days to weeks. Performance reviews based on the actual year. RIBA learns your culture and applies it under Progressive Autonomy you grant it: observed, suggested, autonomous.
Does RevSprint replace my HRIS?
Only if you want it to. Live Mode hovers above your existing HRIS and reads from it without replacing anything. Or you can use RevSprint as your HRIS. It ships with employee records, ATS, performance review, onboarding, and people analytics on every paid tier. Intelligent Migration rebuilds your existing setup with full history when you're ready.
What HR tools does RevSprint include if my team is starting fresh?
Every paid tier ships RevSprint's built-in HRIS, ATS, onboarding builder, performance review engine, engagement analyser, and people dashboard. The full HR surface, no system underneath required. RIBA reads every people signal you put in and learns your culture from day one.
How does RevSprint handle employee privacy?
All employee data stays in your tenant. PII is stripped before any external AI model processes content. Field-level access controls govern who sees what. The ROI Ledger records every access, every export, every change in a cryptographically chained, tamper-evident audit trail. Privacy is the architecture, not a setting. Progressive Autonomy is governed by constitutional rules, never configurable to bypass approval for high-stakes actions.
Will the team have to change tools?
No. People teams keep using the HRIS, the ATS, and the survey tool you already know. RevSprint sits above your stack and reads across all of them, surfacing what matters in the existing workflow rather than asking the team to switch.
Further reading
Go deeper.
Security & trust
People-grade sensitivity, security-grade defaults.
Your data, your system of record
Whether the system of record is your existing HRIS (Live Mode reads in place) or RevSprint itself, your employee data stays under your tenant. Tenant isolation is absolute.
PII handled with HR-grade rigour
Names and personally identifying details are stripped before any AI processing. Employee data is governed by access controls down to the field level. Your people stay private.
Every people action is auditable
Immutable, tamper-evident audit trail. Every review, every offer, every intervention recorded for compliance and trust.
See the people story. In real time.
Connect your stack in 30 seconds. See your first engagement brief tomorrow morning.
In early access ahead of launch. No credit card. No IT project.