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New York City, NY
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We are all builders
Setting the highest standards for talent and culture will drive the most meaningful outcomes.
We operate as a product company and our product is our team, our culture, and our process.
When we focus on inputs like these, we believe that positive outcomes are more likely. We see this in Thrive, as well as the companies we are fortunate to partner with.
In mid-2022 the Data team’s analysis of Headway revealed exciting potential—patients and providers were enthusiastic about the business, and Headway had a strong focus on scaling.
However, the analysis also uncovered a critical issue: the economics of claims collections were broken, and Headway was on track to hit a cash wall within a year. How could this be? The interim CFO wasn’t equipped to manage the situation and stepped down, leaving Headway in an existential situation. They were hastening financial demise with every user they onboarded.
Recognizing the urgency, Yashoda and Louis embedded themselves in Headway’s finance function for several months, supported by live commercial insights constructed by Anuj, Duncan, and Ben.
The team uncovered several major issues: cash management missteps, claim losses, operational inefficiencies, and talent gaps. But they also identified key levers for growth.
By focusing on the right inputs, Thrive helped Headway navigate through its challenges, stabilize operations, and land critical hires including a new CFO. With the fundamentals in place, Headway then leaned into expanding into new markets, acquiring providers, and securing enhanced deals with payers.
During this critical time, other investors were nowhere to be found. But we showed up with deep expertise when the company needed it. At the time of this writing, Headway is valued at over $2B, and we’re proud to have played a part in its success.
Folio was struggling to make its first full-time hire. Despite months of effort from our Talent team, everything remained contracted or outsourced, and they couldn’t secure a full-time head of engineering—a critical role for a non-technical founding team. Jono and the Talent team met weekly with Folio’s founders, made countless introductions, built multiple processes, and kept pushing forward, knowing that the right talent would unlock the company’s potential.
Olivia started the GEMS referral process when she first joined Thrive. It is designed to harness Thrive’s collective network and experience, tapping into over 100,000 contacts to ensure that no stone is left unturned in the pursuit of top talent. This process became essential when Alexa referred a candidate she knew from college.
The referral moved quickly. Jono and Katie worked late into the night negotiating the offer with Folio’s founders, and Alexa jumped on the phone to support. When the candidate finally signed, Al and Kate were thrilled—they had found the anchor of their team, someone who would help drive future recruiting efforts and build out Folio’s engineering function. It was a huge win for Folio’s founding team.
Since then, we’ve seen a massive unlock. With their new head of engineering in place, Folio has hired four full-time engineers and significantly reduced their reliance on a third-party dev shop. Their rollout for HHM, a hotel group managing over 200 properties, has been a success, and they’re preparing to launch with their next hotel chain. Additionally, a new product offering is nearing its debut.
The new head of engineering’s leadership has not only energized the team but also fostered a motivated, in-house culture that’s paving the way for long-term success and growth at Folio.
°F
New York City, NY
Select a value
We focus on the right inputs and that leads to the right outputs.
Setting the highest standards for talent and culture will drive the most meaningful outcomes.
We operate as a product company and our product is our team, our culture, and our process.
When we focus on inputs like these, we believe that positive outcomes are more likely. We see this in Thrive, as well as the companies we are fortunate to partner with.
In mid-2022 the Data team’s analysis of Headway revealed exciting potential—patients and providers were enthusiastic about the business, and Headway had a strong focus on scaling.
However, the analysis also uncovered a critical issue: the economics of claims collections were broken, and Headway was on track to hit a cash wall within a year. How could this be? The interim CFO wasn’t equipped to manage the situation and stepped down, leaving Headway in an existential situation. They were hastening financial demise with every user they onboarded.
Recognizing the urgency, Yashoda and Louis embedded themselves in Headway’s finance function for several months, supported by live commercial insights constructed by Anuj, Duncan, and Ben.
The team uncovered several major issues: cash management missteps, claim losses, operational inefficiencies, and talent gaps. But they also identified key levers for growth.
By focusing on the right inputs, Thrive helped Headway navigate through its challenges, stabilize operations, and land critical hires including a new CFO. With the fundamentals in place, Headway then leaned into expanding into new markets, acquiring providers, and securing enhanced deals with payers.
During this critical time, other investors were nowhere to be found. But we showed up with deep expertise when the company needed it. At the time of this writing, Headway is valued at over $2B, and we’re proud to have played a part in its success.
Folio was struggling to make its first full-time hire. Despite months of effort from our Talent team, everything remained contracted or outsourced, and they couldn’t secure a full-time head of engineering—a critical role for a non-technical founding team. Jono and the Talent team met weekly with Folio’s founders, made countless introductions, built multiple processes, and kept pushing forward, knowing that the right talent would unlock the company’s potential.
Olivia started the GEMS referral process when she first joined Thrive. It is designed to harness Thrive’s collective network and experience, tapping into over 100,000 contacts to ensure that no stone is left unturned in the pursuit of top talent. This process became essential when Alexa referred a candidate she knew from college.
The referral moved quickly. Jono and Katie worked late into the night negotiating the offer with Folio’s founders, and Alexa jumped on the phone to support. When the candidate finally signed, Al and Kate were thrilled—they had found the anchor of their team, someone who would help drive future recruiting efforts and build out Folio’s engineering function. It was a huge win for Folio’s founding team.
Since then, we’ve seen a massive unlock. With their new head of engineering in place, Folio has hired four full-time engineers and significantly reduced their reliance on a third-party dev shop. Their rollout for HHM, a hotel group managing over 200 properties, has been a success, and they’re preparing to launch with their next hotel chain. Additionally, a new product offering is nearing its debut.
The new head of engineering’s leadership has not only energized the team but also fostered a motivated, in-house culture that’s paving the way for long-term success and growth at Folio.