Retention and hiring are full-time jobs. You’re doing both between meetings.
Customer Success, Customer Support, and People & HR handle onboarding flows, QBR prep, support docs, job descriptions, scorecards, and policy work before the missing process becomes an emergency.
14 days or 10 deliverables, whichever comes first. No credit card.
You’re in the right place if…
- Retention and hiring are full-time jobs you’re doing between meetings.
- Onboarding is ad hoc and QBR prep eats your week.
- The job description and the scorecard never get written.
What you can brief this group to do
A churn signal nobody patterned
Pull every logged churn reason this quarter and tell me what’s driving it.
A churn-driver summary (docx).
A QBR with no prep
Prepare the QBR deck for this account from their usage and history.
A QBR deck (pptx).
A support queue with no docs
Write help-center articles and macros for the five most common tickets.
Support docs + macros (docx).
A role with no job description
Write the job description and interview scorecard for this role.
A JD + scorecard (docx).
14 days or 10 deliverables, whichever comes first. No credit card.
How these departments work together
Customer Success and Customer Support keep customers moving and answered; People & HR keeps hiring and policy from becoming an emergency. Brief the missing process and it comes back before it costs you a renewal or a candidate.
Customer Success
Customer Success keeps accounts moving — onboarding flows, QBR prep, health playbooks, and renewal briefs — so a missing process doesn't become a churned logo. Brief the account and the prep comes back ready.
Produces: Onboarding flows, QBR prep, health playbooks, renewal briefs.
Customer Support
Customer Support turns repeat questions into scalable answers — help-center articles, macros, and response templates in your voice. Point it at your top tickets and get the docs that deflect them.
Produces: Support docs, macros, help-center articles, response templates.
People & HR
People & HR handles the hiring and policy work that always slips — job descriptions, interview scorecards, onboarding plans, and policy drafts. It produces the starting points; legal and compliance review stay yours.
Produces: Job descriptions, scorecards, onboarding plans, policy drafts.
How Alyvon delivers
Brief the Chief of Staff in plain language. It routes to the right Director and specialists, a Director reviews what comes back, and the finished file lands in your Library — with anything that sends, publishes, or spends held for your approval.
Works in the tools you already run
Alyvon connects to 1,000+ integrations — Gmail, Slack, HubSpot, GitHub, your CRM and ad platforms — so specialists act inside your systems, not a walled garden you have to export from. The output shows up where the work already lives.
The cost math
A hire for this work takes ~44 days to fill and ~$4,700 to recruit, then a salary line whether the work is steady or not (SHRM, 2025). A department is briefable today, and internal telemetry shows recurring work can run at model/runtime costs measured in dollars per week.
Figures are model/runtime cost, not total business cost; examples on this site use illustrative data.
Pairs with
Strategy & Leadership
The board deck, the model, and the monthly finance work that keeps getting deferred.
Brand & Content
Positioning, the words, and the announcements — all in one company voice.
Creative
Ad variants, campaign visuals, and product shots that look like your company.
Pricing
Starter includes core routing plus 2 selected departments, Growth plus 7, and Scale and Enterprise include the full Workforce. Creative carries separate add-on pricing.
Frequently asked questions
Three departments — Customer Success, Customer Support, and People & HR — with ten specialists covering onboarding, support, and the HR work that keeps slipping.
Fix the churn signal before next quarter.
14 days or 10 deliverables, whichever comes first. No credit card.