DNA test
One sample, once. Their genome sequenced and stored under their own consent, never the employer's.
Longevity operating system
A longevity operating system for your workforce.
One DNA sample, read against every night of sleep, every recovery score and every blood panel that follows. A doctor signs the protocol. We book it, source it, deliver it and track it around the working day.
Written from their DNA. Measured in rand.
The brand film · 1:04
See it. Change it.
01 / The name
THRIVERENCE
Two halves, one word, one loop.
Thrive
The outcome, not the intention. Not "well", not "coping", not a step count. A measurable state we can show you in the same numbers your CFO reads.
Rence
From inference. The reading between the readings: what a genome, four bad nights and a shifting blood panel actually mean for this person, this week, and what to do about it.
The node
One gold dot at the seam, where measurement becomes decision. It is the whole product in a single mark: measure, infer, act, measure again.
Every company in this category uses the word thrive, which means it belongs to no one. We put the machine that does the work inside the name instead, and made it ours.
02 / The problem
Your people are surviving, not thriving. Everyday wellness has not changed that.
We are not another wellness programme, and we will not sell you the savings the evidence does not support. The two largest randomised trials of workplace wellness ever run found the same thing.
0
measurable change in employer health spending, in either trial.
Song & Baicker, JAMA 2019 (160 worksites, 32,974 employees).
Jones, Molitor & Reif, QJE 2019 (n=4,834). Both null on spending.
A wellness day does not move a biomarker. A webinar does not change a sleep score. What the trials measured was activity, and activity is not the same thing as change.
People change when they see their own data.Not before.
An executive who has ignored every keynote about drinking on the road stops the week he watches his own recovery collapse on a screen. Thriverence measures first and advises second, for exactly that reason.
03 / The shift
Healthcare moved from treating the sick to optimising the well. Corporate benefits did not.
Yesterday
Sick care
React once something breaks. Everyone treated the same. One lab report a year, filed and forgotten. Health as a cost line to be contained.
Now
Health optimisation
Proactive, personal, continuous. Written from the individual's own biology, measured every night, adjusted every week. Health as capacity you can compound.
This is the category Thriverence operates in. It is where the science, the money and the executive appetite have already gone.
04 / How it works
DNA in. A personal protocol out.
Four moves, one loop, a doctor in the middle. The employee does the first one and almost nothing after that.
Machine reading
The genome is read against their labs, their body composition and their live wearable stream, for what is safe for this person and what actually moves their numbers.
Clinician approved
A registered practitioner reviews and signs off every recommendation before it reaches the employee. Nothing is dispensed on an algorithm's say-so.
Orchestrated
Booked, sourced, delivered and tracked. Chamber slots, panels, devices and scripts, scheduled around the working day so the protocol survives a real diary.
Then it never stops reading
Recovery is measured nightly, not surveyed quarterly. A heart-rate-variability drop of 15 percent held for three days is a stage-one burnout signal, and the platform sees it weeks before anyone reports feeling tired.
- Heart rate variability
- Sleep architecture
- Body composition
- Blood panels
- Movement load
- The genome
05 / The protocol
The cutting edge, made routine.
The interventions the top 1 percent chase privately, sequenced by what a person's own biology responds to, and delivered like any other corporate benefit.
Hyperbaric oxygen
Booked at a partner chamber and scheduled around the workday, with the dose and cadence set by the protocol rather than by a package deal.
Red light therapy
Clinical-grade panels delivered to the door on rotation, with adherence read back into the same record as everything else.
Peptide protocols
Prescribed by a registered practitioner and dispensed through a licensed pharmacy. The platform carries the schedule; the clinical chain carries the medicine.
DNA-guided nutrition
A supplement and food protocol written from their own genome and corrected against their actual blood work, not a generic wellness meal plan.
Sleep architecture
Measured nightly, coached toward deep and restorative sleep, and tied back to the performance the employer can actually feel the next morning.
Daily movement
Wearable-tracked, nudged at the right moment and folded into the working rhythm, so the load matches recovery instead of fighting it.
Clinician approved · Orchestrated end to end · The platform connects; it never prescribes
06 / Safe by design
Two lines we do not cross.
The model is defensible because the boundaries are drawn before the first employee signs up, not after the first complaint.
The clinical line
We are a data and orchestration platform. A registered practitioner owns every clinical decision, and a licensed pharmacy owns every molecule.
- The employee consents, shares their data, receives the plan.
- Thriverence analyses, orchestrates, books and tracks. Data and logistics only.
- The practitioner reviews and prescribes, exercising independent clinical judgment.
- The pharmacy dispenses, holding the script and the medicine.
The technology connects the chain. The clinical chain owns the medicine and the liability.
The privacy line
An employer buys the outcome, never the record. No manager ever sees an individual result, and no result ever travels back into an HR file.
- The employee sees everything: their genome, their labs, their trend, their protocol.
- The employer sees a de-identified cohort picture, and only above a minimum group size.
- Consent is the switch. It is given per data source and it can be withdrawn.
- Built for POPIA from the schema up, not bolted on at the end.
That promise is not a compliance footnote. It is the reason people participate honestly, which is the only reason the data is worth anything.
07 / The numbers
For the first time, longevity you can put a number on.
Health that reads as energy, clarity and output, expressed in the one unit a board acts on. Here is the whole method, in the open.
Senior corporate banking executive, South Africa
R111 983
Modelled potential value
per employee, per year
about R9 332 a month, or 56.3% of salary
One lever, worked all the way through.
Measured
We read a real sleep gain off the employee's own wearable, night after night. This part is not modelled.
Modelled
A poor sleeper recovers 2.36 points of lost productivity on reaching healthy sleep, across roughly 62 000 workers.
Valued
Times their salary, that is R4 696 a month at the salary above, about R56 357 a year, from one lever alone.
Where the salary anchors come from. The South African average of R29 997 per month is Stats SA QES, February 2026. The senior bank executive default is ERI SalaryExpert, which puts a senior-level (8 or more years) top corporate banking executive in South Africa at R2 387 135 a year, about R199 000 a month. The top of the slider is R8 million a year, PwC's reported median total guaranteed pay for a JSE Top 200 chief executive, excluding incentives.
The caveat that matters, stated plainly. One input is measured, the metric change itself. Everything after it is modelled, using the human-capital method and validated impairment instruments. The underlying effect sizes are drawn from general working populations, so applying them to an executive salary scales the rand figure without scaling the evidence behind it. Read the number as an order of magnitude for what is at stake, never as a guaranteed or individually proven return. We publish the method because the method is the point.
08 / The position
Everyone sells aspiration. We sell aspiration you can defend.
There is a credibility ladder in corporate wellbeing, and almost the whole industry sits at the bottom of it. We built for the second rung and showed our working, because the top rung is an insurer and we are not one.
- 01 The disclosed-method insurerstates an ROI and publishes how it was calculated Rigorous
- 02 Thriverencesourced, evidence-tiered, honestly footnoted Defensible
- 03 The big longevity brands13-to-1 return claims whose own components do not sum Unaudited
- 04 The wellbeing platforms"95 percent of HR leaders say it works" Perception
- 05 Most of the fieldseven pillars, biohacks, and not a single rand figure Aspiration
09 / The outcome
A workforce that lives longer, thinks sharper, and performs measurably better.
Live longer
Healthspan, not just lifespan. The years in the middle, spent at full capacity.
Think sharper
Recovery, clarity and energy, tracked as numbers rather than as a mood.
Perform measurably better
Reported in rand, with the method and the caveats attached.
Or write to hi@thriverence.com