Learning and development, for companies of 50 to 2,500.
Design the material. Teach it live. Enroll people, remind them, coach them between sessions, review the applied work, report what changed. Seven jobs, and a company of ten thousand hires an L&D department to carry them. You have the same seven and nobody to give them to.
What it is instead
Not an LMS. Not a consultant. A function.
Agents do the enrolling, the coaching between sessions, and the reporting. People who have held the job teach. The whole company is on one price, from $399 a month, printed on the pricing page.
Enrolling, coaching between sessions, and reporting used to need people. Since 2024 they have not. Designing the material and teaching it live still do, and that is what your price pays for.
Sixty seconds
The same argument this page makes, in a minute: the seven jobs, who does the teaching, what your people get, and what it costs.
Try the function, no form
ARIA is a consultant. 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. This is a test conversation from September 2, 2026, lightly trimmed.
Prefer a person? Say so in the conversation and the team follows up.
ARIA
Sales consultant, live on this site
Where those seven jobs actually show up
Why this is a new category
None of the seven jobs gets smaller when the company does. The material takes the same work to build for six new supervisors as for sixty. The live session needs a facilitator either way. The follow-up is per person, and it is the part that decides whether any of it holds. An enterprise spreads that across a department. A company of two hundred has been choosing between three ways of not paying it.
Someone owns it Covered when there is time Nobody
Someone owns it Covered when there is time Nobody
A department
Salaries, and we are not going to quote you someone else's. You have hired before.
Nothing on the invoice
Which is not the same as free. The seven jobs get absorbed into other people's weeks, or they do not get done.
$799 a month
Flat for any organization of 101-500 employees, every employee included. $7,990 for a year. Printed on the pricing page.
Nobody without a department is doing this badly. There is no person to assign it to, and effort does not create one. Thrive is the same seven jobs carried a different way, which is why the line that decides anything is the last one, the one about cost.
We can print our number because it is one number. What a department costs you already know, because you have hired before, and we are not going to put someone else’s salary on this page to win an argument. Reminders are the one job on our side that is not automated yet, and the grid says roadmap rather than yes.
Until now
Pretends the delivery and the follow-through do not exist. A library and an admin login, content nobody finishes, and somebody in HR becomes the administrator, which is one more job on the list rather than one fewer.
Until now
Sells one slice of the work by the day. A good session, then nothing follows it, and the next one costs the same again.
Until now
Pretends a manager’s spare hours are a department. A slide deck and good intentions, until the quarter gets busy.
Why the fourth option exists now
Enrolling, coaching between sessions, and reporting are done here by agents. Written in 2022, that sentence would have been a lie. Designing the material and teaching it live are done by people who have held the job, and always will be. Reviewing the applied work stays with your own manager on purpose. Reminders are the seventh, and they are still on the roadmap.
That split is the whole company. You can also see which row is next, which is something only a company this early can show you.
Who teaches
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.
Where the people still are
Design and live teaching are the two jobs that still take people. The format changes with the need. The facilitator who has held the role, and the practice on real situations, do not.
Live workshops
16topics, each monthly on Microsoft Teams
Two-hour live sessions across leadership, operations, communication, and the modern workplace. 25 seats, a facilitator who has done the job, and practice on your people's actual situations.
64 sessions are already booked between September 8 and December 22, and nobody at your company had to book one of them.
See the topics and schedule →Course library
136courses and growing
Self-paced courses in leadership, safety, HR compliance, sales, and new-professional skills, with the compliance library free for every company. New topics are added from what your people ask for.
This is the design job, done once and shared by every company at the same time.
Browse the library →Blended programs
4weeks, one live cohort at a time
Fundamentals of Leading People: weekly live sessions, applied work reviewed by your company, 1-on-1 coaching, and a cohort that holds each other to it. Sales and new-professional paths follow the same shape.
This is design, teaching, coaching, and review, aimed at one person for 4 weeks.
See the programs →Being early
Thrive is new. The programs are not. The same people have run Fundamentals of Leading People for organizations like John Ball Zoo for three years. 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.
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.
Name a course or a live topic we do not have. The library is one hundred thirty-six 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.
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.
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.
Coming up
Program cohorts
The next public cohort is being scheduled. Ask ARIA to tell you when it opens.
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 .
After you say yes
Morgan guides setup from your employee list, with your approval of roles, assignments, and invitations. Coach Taylor helps learners when they ask; it does not send scheduled reminders. Your team owns follow-up and reviews progress. These screens were recorded in the running platform and refreshed September 7, 2026. They show the product, not evidence of customer outcomes.
Captured from a learner account in the running platform; refreshed September 7, 2026. Not a mockup, not a render, not a design file.
What is not in these screens: a reminder before a session. Coach Taylor answers when someone asks it something; it does not yet reach out on a schedule. That one is on the roadmap.
01
Your program, the chapter you are in, how much of it is done, and the program films, with Taylor one click away.
02
Everything the week asks for, in order: watch, learn, attend, apply, meet the facilitator, and wrap up with the cohort.
03
Sixteen topics, two hours each, twenty-five seats, every one included. Register from the list or ask Coach Taylor to do it. The dates on this screen come from the platform calendar, which is why they are never a promise this page made.
04
Ask it what the week is about and where you stand, and it answers from your program. Ask it about the work, before or after a session.
05
Every course your people can open, with saved lessons first and a search by skill or topic, and the compliance library free for every company. The catalog on the courses page is the same list.
06
The current chapter, how many of its activities are complete, and the next live session. Your admins see the same for every person enrolled.
Captured from a learner account in the running platform; refreshed September 7, 2026. Not a mockup, not a render, not a design file.
What is not in these screens: a reminder before a session. Coach Taylor answers when someone asks it something; it does not yet reach out on a schedule. That one is on the roadmap.
Pricing
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 | 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-six 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.
Organizations whose people have learned with Thrive
Questions people ask about something new
Thrive is not an LMS. It is a talent development function for companies of 50 to 2,500 people: live workshops and programs led by facilitators who have held the role, a growing course library with compliance included, and agents that run the administration, at one flat price per organization. There is a platform underneath, and nobody on your side has to learn it.
The company is new. The programs and the people are not. Fundamentals of Leading People and the workshop catalog come from twenty-five years of building this for Fortune 1000 companies, delivered with SDI Clarity, and organizations like John Ball Zoo have put more than a hundred leaders through them over three years.
Ask ARIA for it. The request reaches the team the same day, and the library is built from exactly those requests. If it is urgent, a private session can be scheduled on your situation.
A consultant carries one slice of the work, by the day. Thrive carries the whole function at a flat price: the live session, applied work reviewed by your own managers, follow-up by the agents, and the next session already on the calendar.
From the founder
I spent twenty-five years building training for Fortune 1000 companies and kept meeting the same operator: fifty to twenty-five hundred people, growing, losing good ones, promoting people into jobs nobody had prepared them for. They did not need an LMS. They needed the function.
Thrive is that function. Facilitators who have done the job, a library that grows with what your people ask for, and agents that handle the parts that used to need a department. You will work directly with me.
Jeremy Erard, founder
