Support quality varies invisibly.
Different advisers work in different ways, in different tools, with different records. Where the support is genuinely good and where it is thin becomes very difficult to see from the outside.
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For Organisations & Programmes
Universities, employability programmes, NGOs, and employers can fund structured career support while participants keep control of their own career information and decisions.
The organisation does not get a view into participants' workspaces or reports on individual participants.
Organisation access is currently arranged directly. Self-serve programme signup and public pricing are not available during the current beta.
The organisational principle
This is the constraint the whole model is built around. Funding someone's access does not give an organisation ownership of, or automatic access to, that person's career information. What an organisation can see is controlled by the participant's consent and the permissions available in Orinavis.
Different advisers work in different ways, in different tools, with different records. Where the support is genuinely good and where it is thin becomes very difficult to see from the outside.
The instinct to demonstrate impact leads to collecting more individual data than the programme actually needs, which erodes the trust the support depends on.
When support is delivered inside an institutional system, the work often stays there. The person walks away from a programme without the evidence they spent months building.
The sequence keeps the participant as the account holder throughout, with the organisation's role limited to enabling and resourcing the support.
Coaching workspaces are live today. Programme-level tooling beyond this is not enabled and is not described here as though it were.
Coaches working with your participants use the same underlying structure — evidence, gaps, actions, progress — which makes support more consistent and handovers less lossy. It does not standardise the coaching itself. Interpretation, priorities, and the actual conversation stay with the coach and the participant, and Orinavis does not evaluate either of them.
Achievements, projects, and outcomes captured during the programme are recorded in the participant's own workspace rather than in an organisation-held file.
Action plans and opportunity reviews keep the reasoning attached, so a participant revisiting them months later can see why a decision was made.
Funding access does not give an organisation automatic access to a participant's career information, which is what makes it reasonable to ask participants to invest effort in the record they build.
Understanding whether support is working does not require reading what people wrote. Where reporting exists, it is designed around activity and outcomes rather than individual assessment.
Current availability
Programme-level reporting is not enabled today. What exists today is the coaching workspace and its consent model; reporting scope is agreed in conversation rather than claimed here.
Participants choose which evidence, actions, opportunity reviews, and progress to share, and with whom. Funding a place does not create a route around that choice.
Visibility follows the role, relationship, and permissions that apply. Administrative and coaching roles are separate, and access is not open-ended or unrestricted.
Access can be reviewed or revoked. Revoking access removes future in-product visibility. It cannot delete copies that were previously exported or downloaded while access was active.
Orinavis helps organise context and next steps without automating screening, ranking, eligibility, or employment decisions about the people you support.
Orinavis does not rank people or determine employability. Organisations do not receive unrestricted access to participant career data — the controls below are the trust model for funded access.
Contact-led
Give careers services a shared structure for student support, with the evidence students build held in an account that is theirs rather than the institution's.
Support participants through funded coaching without building an institutional record of their career information, and without reducing anyone to a readiness score.
Offer departing employees coaching support they are free to take up or decline. The account is theirs; the employer gets no view of their coaching, evidence or progress and no reports about them. Arranged in conversation, not self-serve.
Organisation and programme access is arranged in conversation. Tell us who you support and what you need to be able to demonstrate.